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The development of each relationship in the supply chain involves the participation of people who must be committed to the organization’s objectives. This research aims to develop an instrument to assess the level of development of soft skills that contribute to improving supply chain integration (SCI). The proposed instrument identifies different levels of difficulty in carrying out the same action within the competencies assessed, with the support of the Item Response Theory (IRT). This instrument can be used to identify the level of qualification of employees to promote SCI and serves as a guide in the development of training to qualify teams, periodic evaluations, and selection processes, making it possible to align the competencies of new hires with the work policy adopted by the company. Future research could include new competencies to expand the scale’s assessment capacity and keep up to date with market demands. [ABSTRACT FROM AUTHOR]

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Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of International Journal of Professional Business Review (JPBReview) is the property of Open Access Publications LLC and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

O desenvolvimento de cada relacionamento na cadeia de suprimentos implica a participação de pessoas que devem estar comprometidas com os objetivos da organização. Dessa forma, esta pesquisa visa desenvolver um instrumento para avaliar o nível de desenvolvimento de habilidades comportamentais (soft skills) que contribuem para a melhoria da integração da cadeia de suprimentos (ICS). O instrumento proposto identifica diferentes níveis de dificuldade na realização de uma mesma ação, dentro das competências avaliadas, com apoio da Teoria de Resposta ao Item (TRI). Esse instrumento pode ser utilizado para identificar o nível de qualificação dos colaboradores para promover a ICS e serve como guia no desenvolvimento de treinamentos para qualificação de equipes, avaliações periódicas, bem como em processos seletivos, permitindo alinhar as competências dos novos contratados com a política de trabalho adotada pela empresa. Pesquisas futuras podem incluir novas competências para ampliar a capacidade de avaliação da escala e manter-se atualizada com as demandas do mercado.

Objetivo: apresentar evidências de validade, confiabilidade e procedimento de normatização para a interpretação da Escala de Clima de Trabalho em Equipe junto a equipes de saúde da família. Método: estudo metodológico, com delineamento correlacional exploratório e recorte transversal. Participaram profissionais das equipes de Saúde da Família de um município do interior do estado de São Paulo-BR. A coleta de dados iniciou em dezembro de 2020 a abril de 2021. Dados analisados por estatísticas descritivas e inferenciais. Resultados: o ajuste do modelo de mensuração de quatro fatores latentes correlacionados (Análise Fatorial Confirmatória) foi aceitável e satisfatório. Coeficientes de confiabilidade composta foram superiores a 0,95. Foi possível propor um útil sistema de normas para a interpretação dos resultados. Conclusão: o estudo demonstrou evidências de validade e consistência interna da Escala confirmada como instrumento potente, cujos achados podem contribuir para o fortalecimento do trabalho em equipe e da colaboração interprofissional.

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Copyright of Revista Família, Ciclos de Vida e Saúde no Contexto Social (REFACS) is the property of Universidade Federal do Triangulo Mineiro, Instituto de Ciencias da Saude and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Família, Ciclos de Vida e Saúde no Contexto Social (REFACS) is the property of Universidade Federal do Triangulo Mineiro, Instituto de Ciencias da Saude and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Innovar: Revista de Ciencias Administrativas y Sociales is the property of Universidad Nacional de Colombia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Resumo Objetivo Validar a elaboração de uma escala para mensurar a carga de trabalho das parteiras com base na Classificação das Intervenções de Enfermagem (NIC) por meio da sua aplicação multicêntrica em diferentes unidades de parto. Métodos Estudo quantitativo, longitudinal, de caráter multicêntrico, realizado em três hospitais universitários gerais da rede pública de saúde. A amostra foi composta por cinquenta parteiras, que examinaram a validade de construto da escala elaborada, com um total de 370 partos. A coleta de dados iniciou-se por meio da escala elaborada ad hoc pela equipe de pesquisa, contabilizando o tempo e o número médio de intervenções NIC, realizadas a cada nascimento. Resultados As parteiras do estudo estão sujeitas a um aumento na sua carga de trabalho quanto ao número e ao tempo médio gasto na realização das NIC em cada parto atendido. Em sua jornada de trabalho (turno de 12 horas), elas destinam 960,61 minutos (16 horas no turno diurno) e 840,29 minutos (14 horas no turno noturno) para executar suas funções na assistência ao parto. Conclusões Os dados indicam a validade da escala elaborada ad hoc, pois esse instrumento reflete a real carga de trabalho vivenciada pelas parteiras do estudo.

Resumo Objetivo comparar o nível de dependência dos cuidados de Enfermagem e o dimensionamento de pessoal entre unidades de internação clínica e cirúrgica. Método estudo descritivo e retrospectivo, realizado em quatro unidades de internação de um hospital universitário de grande porte do sul do Brasil. Foram incluídos 7.486 registros da classificação dos pacientes entre janeiro e outubro de 2022. Empregou-se a análise estatística descritiva, demanda de horas de Enfermagem, projeção de pessoal e teste qui-quadrado. Resultados prevaleceram os pacientes de cuidados intermediários (40,2%) e semi-intensivos (40,8%), com diferença entre as unidades (p-valor

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Copyright of Diversitas Journal is the property of Diversitas Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista Foco (Interdisciplinary Studies Journal) is the property of Revista Foco and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article discusses a study conducted in Indian information technology companies that explores the relationship between stress and remote working. The study found that working from home can be stressful, and identified factors such as autonomy and emotional demands that contribute to this stress. The research emphasizes the importance of organizations providing a stress-free work environment for remote workers, as remote working is likely to continue in the future. Recommendations are provided to help organizations reduce stress levels and improve the remote work environment, including addressing factors such as time pressure, lack of infrastructure, lack of trust, and the need for recognition and stress management programs. [Extracted from the article]

This article discusses a study conducted in Kuwait to evaluate instructors' perceptions of online learning using MS Teams as a learning management tool. The study found that instructors have a positive view of online learning and MS Teams, but face obstacles such as poor support and training. The article emphasizes the need to invest in IT and instructors' digital skills to create a better teaching and learning environment. It also explores the perspectives and challenges faced by instructors in online and blended learning environments, and proposes dimensions for enhancing instructors' competencies in these environments. The article concludes by suggesting that institutions prioritize HRM practices, provide training and motivation to faculty, and align their strategies with national education goals. Additionally, a collection of sources is provided that explores the use and attitudes towards Learning Management Systems (LMS) in Saudi Arabian universities and other contexts, discussing factors that influence the acceptance and adoption of online learning, the design of educational interfaces, and the competencies required for effective online teaching. [Extracted from the article]

This article examines the relationship between organizational career management and organizational commitment in Jordanian universities. The study finds a positive correlation between career management and commitment among administrative staff. It emphasizes the importance of aligning individual and organizational goals to enhance commitment. The article also discusses the significance of career development in attracting skilled personnel and reducing turnover rates. Demographic variables such as age and gender were found to have varying degrees of influence on commitment. The study recommends clear promotion paths, training opportunities, and support from superiors to enhance career development and job commitment. [Extracted from the article]

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Objetivo: Analisar aspectos de gestão em recursos das unidades de terapia intensiva (UTI) em tempos de COVID-19 na microrregião Cariri cearense. Método: Estudo descritivo do tipo transversal em quatro hospitais da microrregião do Cariri, com 91 profissionais da equipe interdisciplinar que atuam em UTI desde o início da pandemia. A pesquisa foi realizada através de e-mail, Instagram e/ou WhatsApp e os dados analisados em teste do qui-quadrado, teste-T e gráfico de clusters. Resultados: Acerca dos recursos humanos, 73,6 % dos profissionais realizaram curso de manejo do paciente em UTI durante a COVID-19 e 67,0 % sobre controle de infecções relacionados a serviços de saúde. Um 64,8 % conseguiram lidar como as dificuldades na UTI, 69,2 % foram remanejados de outros setores hospitalares para atender demandas da UTI e grande parte dos profissionais (76,9 %) não tiveram aporte psicológico para a pandemia. Nos recursos estruturais, 100 % dos leitos de UTI adulto foram ocupados durante a pandemia, apresentando diferença entre antes e durante, durante e após a crise com aumento exponencial da capacidade de leitos (p

Green human resource management (GHRM) is a crucial element of the globally trending topic of green management. Although GHRM has received considerable research attention in recent years, confusion remains regarding its antecedents, the social, and psychological processes through which GHRM influences employee behavior, and the potential outcomes to be derived from its use. This paper aims to disentangle and summarize the components that have been explored in the GHRM-performance relationship. To achieve these goals, we conduct a systematic review based on the preferred reporting items method and then present a series of theoretical approaches to stimulate new debates on theory building and its subsequent use in GHRM research. We also carefully explain information on organizational and employee-level factors that motivate and hinder GHRM and display this information in a visual framework. The implications for practice provide focused recommendations to help managers understand how to create favorable conditions for enhancing sustainability performance. The gaps identified should open the way to new lines of research that still need attention. [ABSTRACT FROM AUTHOR]

Introduction: this article supports the bases of a knowledge management infrastructure that improves the capacity for innovation in a company in the Colombian energy sector. Materials and methods: four methodological phases were carried out: a bibliometric review was carried out, the model that contemplates as variables was defined: intellectual capital and organizational learning, human resources management, information, and communication technologies (ICT) and innovation, this was used for the diagnosis and, finally, for the practical proposal. Results: it was validated a direct, positive, and significant relationship between knowledge management and innovation and a direct, positive, and significant mediation of human resource management and ICT between knowledge management and innovation. Conclusions: we concluded that intellectual capital and organizational learning integrate knowledge management, and in turn, that there are mediating conditions for human resource management and ICT for knowledge management in innovation in an organization. [ABSTRACT FROM AUTHOR]

This text presents a synthesis of a doctoral thesis in psychology dedicated to the study of informal transmission of knowledge between workers of different ages, seniorities and experiences, seeking to understand how sustainable transmission can be built in work contexts, valuing workers and their knowledge, with a view to their development and the preservation of their health. The empirical work was carried out over four years in a metalworking company producing metal packaging in Portugal. It adopted the perspective of analyzing the activity and valuing its protagonists, with workers from two operational areas and the Human Resources team and production managers. In addition, quantitative data was collected from workers in different contexts in the secondary sector. The thesis presents the characteristics and conditions of transmission and discusses the imbalances still experienced between transmission and production activity, from different points of view. It also provides theoretical and methodological contributions emerging from the research carried out for building the sustainability of transmission in the work context. Some of these elements are presented in this text. [ABSTRACT FROM AUTHOR]

Copyright of Revista Facultad de Ciencias Economicas: Investigacion y Reflexion is the property of Revista Facultad de Ciencias Economicas and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Tourism & Management Studies is the property of Escola Superior de Gestao, Hotelaria e Turismo, Universidade do Algarve and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study aimed to carry out a situational diagnosis about the employee turnover of a large company, located in the city of Campinas - SP. In addition to the theoretical part, the research sought to contribute with the selected company in the initial efforts to identify causes of voluntary turnover and determinants for talent retention. Data collection was carried out through the application of questionnaires by electronic way, in a target audience formed by 20 managers and 40 employees. The data revealed a mismatch between the situational understanding of employees and managers in several points that were highlighted as relevant for the permanence of employees, such as the career plan and the relationship with the managers. The case study showed, similar to what is found in the literature, how the insufficiency of concrete talent retention management measures by the company ends up resulting, for example, in the high turnover faced. Theoretically, this study reinforces the need for the evolution of human resources management models in the generational pace and in the multiple individual and social needs.

Green human resource management (GHRM) is a crucial element of the globally trending topic of green management. Although GHRM has received considerable research attention in recent years, confusion remains regarding its antecedents, the social, and psychological processes through which GHRM influences employee behavior, and the potential outcomes to be derived from its use. This paper aims to disentangle and summarize the components that have been explored in the GHRM-performance relationship. To achieve these goals, we conduct a systematic review based on the preferred reporting items method and then present a series of theoretical approaches to stimulate new debates on theory building and its subsequent use in GHRM research. We also carefully explain information on organizational and employee-level factors that motivate and hinder GHRM and display this information in a visual framework. The implications for practice provide focused recommendations to help managers understand how to create favorable conditions for enhancing sustainability performance. The gaps identified should open the way to new lines of research that still need attention.

A COVID-19 impôs aos sistemas de saúde desafios inimagináveis e com urgência na proposição de soluções nos processos de trabalho. Nesse contexto, encontrava-se a gestão dos Programas de Residência Multiprofissional e de Área Profissional. Os objetivos deste artigo foram descrever as iniciativas gerenciais da Comissão de Residência Multiprofissional em Saúde da Secretaria Municipal da Saúde de São Paulo, bem como listar as ações práticas desenvolvidas pelos Programas de Residência Multiprofissional e de Área Profissional no combate à COVID-19. Relato de experiência realizado durante os meses de março de 2020 a dezembro de 2021, a partir das iniciativas gerenciais que envolveram a criação de documentos norteadores denominados de Orientações 1 à 9; a reorganização imediata de disciplinas teóricas do eixo transversal comum na plataforma de educação à distância para garantir conteúdo teórico, enquanto as aulas presenciais foram suspensas; o estabelecimento de reuniões de colegiado virtuais e monitoramento/acompanhamento constante dos Programas; o mapeamento dos afastamentos de residentes, tutores e coordenadores; e a realização de inquérito dos Programas para identificação dos possíveis prejuízos pedagógicos em razão da adequação dos serviços e fluxos de atendimento para os casos de COVID-19. As ações assertivas contribuíram para que os programas não sofressem descontinuidade e mantivessem seus objetivos estruturantes e fundantes na promoção da qualificação profissional no e para o Sistema Único de Saúde.

Copyright of Innovar: Revista de Ciencias Administrativas y Sociales is the property of Universidad Nacional de Colombia and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

O presente estudo tem por objetivo analisar o posicionamento das pesquisas sobre o tema Gestão de Recursos Humanos Internacional (GRHI) e o Isomorfismo como influência para a escolha das práticas de recursos humanos em companhias multinacionais. O trabalho realizado foi uma pesquisa bibliográfica de artigos abrangendo o período entre 1994 e 2019, obtidos na base de dados Web of Science (WOS), que, através de uma revisão integrativa da literatura, realizou análise quantitativa, apresentando o panorama das produções internacionais da temática, além da análise qualitativa, que identificou e agrupou os artigos em três categorias (convergência, divergência e dualidade). Os achados demonstram o aumento das citações desses artigos após 2010, o que evidencia o maior interesse dos pesquisadores. Além disso, constatou-se um predomínio da categoria “convergência”, mas não configurando existir hegemonia de nenhuma categoria, além de constatar uma diversidade de fatores e de forças neste campo que influenciam o nível de alinhamento das práticas de recursos humanos da matriz com suas subsidiárias.

Objective: To update the census of immigrant nurses in Brazil. Methods: descriptive and quantitative study on the dimension and characteristics of the census of immigrant nurses, according to the states and regions of destination, countries of origin, age, and sex. Data were obtained from the Federal Nursing Council database and analyzed descriptively. Results: Of the total of 176 immigrants, 145 are women and 31 are men, showing the female prevalence in the nursing profession. Of these, 96 are Peruvians, 126 South Americans, 28 Europeans, 9 Cubans, 5 North Americans, and 8 immigrants from different countries. Conclusion: the census from 1973 to 2021 shows the predominance of Peruvian immigrants, with a high concentration in the north and southeast of Brazil, respectively in the state of Amazonas and São Paulo. [ABSTRACT FROM AUTHOR]

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A complexidade para formação do trabalho em equipe e a articulação de diferentes conhecimentos individuais em prol de um objetivo comum, tornam a competência coletiva uma temática relevante para área de Recursos Humanos. Este artigo tem como objetivo analisar a relação entre as práticas realizadas pela área de Gestão de Recursos Humanos de uma Empresa B com as competências coletivas, identificando aquelas práticas que possam contribuir para o seu desenvolvimento. O estudo caracteriza-se como descritivo, qualitativo aplicando a estratégia de estudo de caso em uma empresa do estado de São Paulo com certificação B. Como resultado, identificamos as práticas realizadas pela área de Gestão de Recursos Humanos com seus respectivos fatores mobilizadores (comunicação, treinamento e desenvolvimento, relacionamento e incentivos). Alguns destes fatores mostraram-se essenciais para mobilizar configurações coletivas de trabalho. Também identificamos no estudo evidências de ações coletivas, que resultaram em duas competências coletivas: relacionamento e colaboração, e capacidade de desenvolver soluções conjuntas. Concluindo, observamos que as práticas de Gestão de Recursos Humanos contribuem com ações que fomentam o relacionamento cooperativo e a identificação dos colaboradores com sua equipe e organização, estimulando o esforço coletivo e o trabalho em equipe, aproximando-os das competências coletivas.

O objetivo do presente trabalho é investigar como as Instituições Federais de Ensino Superior (IFES) efetuam a avaliação de desempenho de seus servidores, instituída através das Leis 11.091/05 e 11.784/08, que regulamentam o Plano de Cargos e Carreira dos Técnico-Administrativos em Educação e a Avaliação de Desempenho como um dos componentes dessa carreira.

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A Indústria 4.0 é o atual paradigma de desenvolvimento econômico no ponto de vista industrial. Portanto, a Indústria 4.0 deve ser implantada com plena funcionalidade, no que diz respeito a conexões entre sistemas e máquinas inteligentes, levando em consideração a Gestão de Recursos Humanos (GRH) e seus princípios: conhecimentos, habilidades e atitudes. Esta pesquisa tem o objetivo de investigar como a gestão de recursos humanos vem sendo pesquisada dentro do tema Indústria 4.0. Para tanto, foi realizada uma breve revisão bibliográfica sobre o tema na base de dados Web of Science a fim de detectar os principais avanços internacionais e nacionais na Engenharia de Produção. Descobriu-se que a Indústria 4.0 acompanha mudanças no âmbito corporativo, com o surgimento de novas áreas – que não tendem a ser alteradas pela automatização, pelo fato de as competências humanas ainda não conseguirem ser substituídas plenamente pelas máquinas – ligando-se diretamente com a vantagem competitiva de mercado pois, em se tratando de aplicações corretas, notam-se diversos avanços quanto a produção e à satisfação dos trabalhadores.