Herramientas de gestión de compromiso para trabajadores del conocimiento

El objetivo de la línea de investigación seguida en esta tesis consiste en identificar palancas de gestión de las personas en las organizaciones que permitan mejorar su rendimiento mediante la gestión del compromiso de los profesionales de las organizaciones inmersas en la denominada sociedad del conocimiento. Para identificar dichas palancas se analizan algunos de los factores que, según la literatura científica, tienen como consecuencia cambios en la productividad, como son el compromiso organizacional y las conductas cívicas dentro de la organización. También, por su actualidad y relevancia en las prácticas de gestión de recursos humanos, se han analizado el impacto que tienen en estos factores en las prácticas empresariales que permiten conciliar vida profesional y personal el efecto del género en las distintas variables analizadas. Por todo lo anterior, en la investigación se analizan algunos de los factores de carácter psicosocial que promueven el compromiso en una organización, y se profundiza en dos conceptos: el análisis del compromiso de los profesionales con la organización para la que trabajan, y los comportamientos de ciudadanía organizativa que se exhiben en la organización por sus miembros. Para ello, se realiza un encuadramiento teórico de los siguientes conceptos: el compromiso como eje del trabajo; la ciudadanía organizativa como modelo cultural de la organización que promueve el compromiso; el rol de los líderes; los efectos de las políticas de conciliación; las diferencias de percepciones derivadas del género y un sistema de revisión de retributiva eficiente y coherente con el marco conceptual planteado. La metodología seleccionada para este trabajo ha sido el análisis en profundidad del caso de una empresa española, Red Eléctrica de España a través de tres pilares básicos: el primero consiste en el análisis exhaustivo de los datos obtenidos en las dos encuestas de clima social que dicha empresa realizó en el período 2006-2009; el segundo se centra en el desarrollo de un modelo matemático para el cálculo eficiente de recompensas salariales a través de un modelo de optimización; y el tercero es la consecuencia del conocimiento profundo que el autor tiene de la propia empresa, su cultura y funcionamiento, fruto de su experiencia profesional como directivo en el área de desarrollo de recursos humanos, función que desempeñó en la organización durante nueve años. En el análisis de este caso se ha investigado la influencia del género en el compromiso y la ciudadanía organizativa de los empleados de dicha organización, para identificar las diferencias de percepción que puedan ser explicadas por el género en una empresa muy masculina como es aquella. También, se ha incluido en este estudio de caso el análisis del efecto que presentan las medidas de conciliación en el compromiso de los empleados, por la relevancia que tiene este asunto en el panorama laboral español actual. Este análisis permite conocer hasta qué punto son o no motivadoras estas medidas en la organización analizada y, como consecuencia de ello, el tipo de gestión más oportuna de las mismas para conseguir no sólo los fines sociales que pretenden, garantizar que los empleados puedan compatibilizar sus exigencias laborales con una vida personal adecuada, sino también mejorar el clima, productividad y compromiso de éstos con la empresa. Para completar este análisis del caso, se han identificado de forma analítica los factores que mejor explican el clima de la organización y se ha concluido el papel central de la dirección que se concreta en la actuación de cada jefe, como motor del clima social en el equipo que dirige. Dado que la tesis pivota sobre el papel relevante que tiene la generación de una cultura de ciudadanía organizativa, se ha complementado el análisis con el desarrollo una herramienta de cálculo que facilita la determinación de los incrementos de la retribución fija de acuerdo con los principios de transparencia, equidad y justicia acordes con el modelo de empresa que promueve la virtud cívica de las personas empleadas en ella. Para ello se ha desarrollado un nuevo método de cálculo del incremento de retribución fija mediante un modelo analítico innovador y compacto de programación lineal entera mixta. Este modelo permite a las organizaciones realizar diseños de política retributiva de forma sencilla y rápida, a la vez que facilita la transparencia de las mismas en el proceso de gestión de la compensación. No se ha abordado el asunto de la determinación de la retribución variable, por ser un asunto relativamente menos complejo y profusamente tratado en la práctica directiva de las empresas. La primera de las conclusiones de la investigación realizada se refiere a los aspectos de la cultura organizativa que pueden identificarse como motores del compromiso. Se concluye que en el caso de estudio hay una fuerte relación mutua entre los rasgos que definen el compromiso emocional y los rasgos que determinan un comportamiento caracterizado como de ciudadanía organizativa. Se ha encontrado una correlación significativa y alta entre indicadores de compromiso y factores que recogen comportamientos de ciudadanía organizativa, correlación muy notable tanto para los factores de compromiso racional como para los de compromiso emocional. También se ha evidenciado que la correlación entre compromiso emocional y rasgos de comportamientos de ciudadanía organizacional es mayor que la que aparece entre compromiso racional y rasgos de comportamientos de ciudadanía organizacional. Desde el punto de vista de la práctica de gestión de recursos humanos, estas relaciones indican la conveniencia de promover una cultura organizacional basada en los principios de la ciudadanía organizativa para alcanzar altos niveles de compromiso emocional de los profesionales y mejorar la eficiencia organizativa. La segunda de las conclusiones se refiere al efecto de las políticas de conciliación en las organizaciones. Sobre este asunto se concluye que en el caso de estudio no puede considerarse que las medidas de conciliación tengan una fuerte relación con el compromiso emocional, y menos que puedan considerarse directamente una herramienta de generación de compromiso emocional. Sin embargo, sí que se detecta una cierta relación entre las percepciones de conciliación y de compromiso con la organización, y sobre todo, con el compromiso racional con la organización, que puede tener que ver con que para los empleados de la organización analizada, las medidas de conciliación son consideradas como una parte más de las condiciones laborales que ofrece la organización a los trabajadores. La tercera conclusión se refiere a la relación entre el género de los trabajadores y su nivel de compromiso y de ciudadanía organizativa. En el caso de estudio no se identifica una relación entre el género y el nivel de compromiso de los profesionales ni tampoco con la percepción de ciudadanía organizativa, variando la situación del período 2006 al período 2009. La cuarta conclusión se refiere al impacto que la actuación de los líderes (jefes) tiene en el clima social. En el caso de estudio, la actuación de los directivos y el nivel de compromiso que genera en los profesionales explica por sí sola más de un tercio de la varianza del clima organizativo, entendido como tal el que refleja el conjunto global de preguntas que constituyen la encuesta de clima del caso de estudio. Del análisis realizado se concluye que en el caso de estudio la percepción que los empleados tienen de sus jefes tiene un efecto relevante sobre el resto de percepciones de compromiso, ciudadanía organizativa y otros factores que conforman el clima social de la organización. La quinta y última conclusión supone la aportación de un modelo novedoso de cálculo de la recompensa económica coherente con un modelo de gestión empresarial mediante una cultura de ciudadanía organizativa. La solución que obtiene este modelo es el incremento salarial individual de cada profesional, que tiene en cuenta su rendimiento, posicionamiento salarial y encuadramiento profesional. Además de las restricciones presupuestarias, se consideran los principios de transparencia, equidad y justicia coherentes con el modelo conceptual planteado. La principal contribución de este trabajo es la formulación matemática de los criterios cualitativos que se emplean habitualmente en el proceso de revisión salarial. El método planteado supone una innovación que permite automatizar la metodología tradicional de gestión de incrementos salariales basados en matrices de incremento, así como evitar la aplicación de limitaciones en las valoraciones de desempeño derivadas de las restricciones presupuestarias que toda organización tiene. De esta manera se puede disponer de un mecanismo de revisión salarial que tiene en cuenta el desempeño de los profesionales, pero que permite la gestión “desacoplada” de la evaluación de rendimiento y la actualización de la retribución fija. ABSTRACT The aim of the research pursued in this thesis is to identify some human resources management levers in organizations to improve their performance through individual’s commitment management, focusing in organizations immersed in the so-called knowledge society. In order to find out these levers, the author analysed some of the psychosocial factors that promote engagement to the organizations and, according to the scientific literature, have effects in their productivity. These factors analysed are organisational commitment and citizenship behaviours. Additionally, the investigation also focuses on work-life balance policies and gender considerations, because of their relevance and topicality for the human resources’ policies. In the light of this, the investigation focuses on some of the psychosocial factors that promote organisational commitment, and delves into two concepts: the analysis of the commitment of professionals to the organization for which they work, and the organizational citizenship behaviours exhibited in the organization by its members. For this, a theoretical framework is performed for the following items: the professional’s commitment which is the pillar of this work; the organisational citizenship as a cultural model to promote that commitment; the role of the leaders; the effects of the work-life balance policies; the different perceptions of the professionals because of their gender; and an efficient salary review system, which is coherent with the conceptual framework set. The methodology selected for this work was the analysis in depth of the case of a Spanish company, Red Eléctrica de España, through three basic subjects: the first consists of a thorough analysis of the data obtained in the two work climate surveys made by this company in 2006 and 2009; the second focuses on the development of a mathematical model for calculating efficient salary reviews through an optimization model; and the third is the result of the author’s deep understanding of the company, its culture and its performance because of his professional experience as a manager in the area of human resource development, which was his role in the organization for nine years. The author investigated in the analysis of this case about the influence of gender on the employees’ organizational commitment and citizenship behaviours, in order to find out perception differences that can be explained by the highly masculine organisational culture such Red Eléctrica de España had during the studied period. Additionally, because of the importance of the work-life balance promotion in the Spanish labour scene, the case study analysis includes their effect in the employees’ commitment. This analysis allows to know motivating are these measures in the studied organization and, as a result, the most appropriate type of management thereof for social purposes, not only intended to ensure that employees can balance their work and personal demands, but also improving the work climate, the productivity and the organisational commitment. The investigation identifies the factors which best explain the work climate of the organization and concludes the central role of the leadership, embodied in the performance of every manager, to boost the work climate in their teams. Since this thesis pivots on the important role the generation of a culture of organizational citizenship has, the investigation has been complemented with the development of a analytic tool that facilitates the calculation of the salary review increments according to the principles of transparency, equity and justice in line with a work culture that promotes organisational citizenship behaviours. For this, this works develops a new method for calculating fixed salary increases through an innovative and compact mixed integer linear programming model. This model enables organizations to design compensation policies easily and quickly, and facilitates the transparency of the compensation management system. The method for determining variable remuneration has not been addressed because it is relatively less complex issue and widely discussed. The first conclusion of the conducted investigation concerns aspects of organizational culture that could be identified as commitment drivers. In the case study exists a strong and mutual relationship between the characteristics defining the emotional commitment and the organisational citizenship behaviours. The investigation has found out a meaningful and high correlation between indicators of commitment and the factors collecting organizational citizenship behaviour. This correlation with organisational citizenship is remarkable for both, rational and emotional, commitment. The correlation between organizational citizenship behaviours and emotional commitment and is greater than the one with rational commitment. From the practitioner point of view, these relationships show the importance of promoting an organizational culture based on the principles of organizational citizenship to achieve high levels of emotional engagement of professionals and improve organizational efficiency. The second conclusion relates to the effect of work-life balance policies in organizations. On this matter, the investigation concludes that for the case study, work-life balance measures do not have a strong relationship with the emotional commitment, and unless they can be usually considered as a tool to improve employees’ emotional commitment. However, a certain relationship between perceptions of work-life facilities and organisational commitment exists, especially with the rational commitment to the organization. This relationship appears because for employees of the analysed organization, work-life balance measures could be considered as a part of working conditions offered to them by the organization. The third conclusion concerns the relationship between the gender of workers and their level of commitment and organizational citizenship. In this case study, there is not any relationship between gender and the professional’s commitment level nor the perception of organizational citizenship; and the situation varies during the period studied. The fourth conclusion refers to the impact that the actions of the leaders have on the work climate. In the case study, the performance of management and the level of commitment generated, explains more than a third of the variance of work climate - understood as such reflecting the overall set of questions that constitute the work climate survey -. The analysis concludes that in the case study perception that employees have of their leaders has a significant effect on the rest of perceptions of commitment, organizational citizenship and other factors making the work climate of the organization. The fifth and last conclusion represents the contribution of a new model for calculating the salary increment, coherent with a corporate citizenship management culture. The solution obtained from this model consists of salary increases for each employee; these increases consider the employee’s professional performance, salary level relative to peers within the organization, and professional group. In addition to budget constraints, we modelled other elements typical of compensation systems, such as equity and justice. The major contribution of this work is the mathematical formulation of the criteria that are typically the basis for salary management. The compact formulation and the ease of obtaining the optimal solution facilitate its use in large companies that maintain very high levels of homogeneity across employees. Designing different strategies for specific groups within a company is also possible. A major benefit of this method is that it allows a company to independently manage its salary and assessment policies. Because obtaining salary-revision matrices without using the mathematical model we present in this paper is typically done iteratively by tuning previously defined matrices, managers commonly tune values for assessing employee performance to ensure that salary increases and performance assessments are consistent; however, this distorts the evaluation process and decreases employee motivation. In this MILP model, employee performance is only one parameter of several input parameters used in designing a salary policy that is independent of the results of performance-assessment values.

Assessment of energy efficiency and sustainability scenarios in the transport system

Background Energy Policy is one of the main drivers of Transport Policy. A number of strategies to reduce current energy consumption trends in the transport sector have been designed over the last decades. They include fuel taxes, more efficient technologies and changing travel behavior through demand regulation. But energy market has a high degree of uncertainty and the effectiveness of those policy options should be assessed. Methods A scenario based assessment methodology has been developed in the frame of the EU project STEPS. It provides an integrated view of Energy efficiency, environment, social and competitiveness impacts of the different strategies. It has been applied at European level and to five specific Regions. Concluding remarks The results are quite site specific dependent. However they show that regulation measures appear to be more effective than new technology investments. Higher energy prices could produce on their turn a deterioration of competitiveness and a threat for social goals.

Review of the Performance of Residential PV systems in Belgium

The main objective of this paper is to review the state of the art of residential PV systems in Belgium by the analysis of the operational data of 993 installations. For that, three main questions are posed: how much energy do they produce? What level of performance is associated to their production? Which are the key parameters that most influence their quality? This work brings answers to these questions. A middling commercial PV system, optimally oriented, produces a mean annual energy of 892 kWh/kWp. As a whole, the orientation of PV generators causes energy productions to be some 6% inferior to optimally oriented PV systems. The mean performance ratio is 78% and the mean performance index is 85%. That is to say, the energy produced by a typical PV system in Belgium is 15% inferior to the energy produced by a very high quality PV system. Finally, on average, the real power of the PV modules falls 5% below its corresponding nominal power announced on the manufacturer's datasheet. Differences between real and nominal power of up to 16% have been detected.

Review of the Performance of Residential PV systems in France

The main objective of this paper is to review the state of the art of residential PV systems in France. This is done analyzing the operational data of 6868 installations. Three main questions are posed. How much energy do they produce? What level of performance is associated to their production? Which are the key parameters that most influence their quality? During the year 2010, the PV systems in France have produced a mean annual energy of 1163 kWh/kWp. As a whole, the orientation of PV generators causes energy productions to be some 7% inferior to optimally oriented PV systems. The mean Performance Ratio is 76% and the mean Performance Index is 85%. That is to say, the energy produced by a typical PV system in France is 15% inferior to the energy produced by a very high quality PV system. On average, the real power of the PV modules falls 4.9% below its corresponding nominal power announced on the manufacturer's datasheet. A brief analysis by PV modules technology has led to relevant observations about two technologies in particular. On the one hand, the PV systems equipped with heterojunction with intrinsic thin layer (HIT) modules show performances higher than average. On the other hand, the systems equipped with the copper indium (di)selenide (CIS) modules show a real power that is 16% lower than their nominal value.

Monte Carlo simulation on a system of hard cylinders at a very high packing fraction

Using the Monte Carlo method the behavior of a system of true hard cylinders has been studied. Values of the length-to-breadth ratio L/D and packing fraction η have been chosen similar to those of real nematic liquid crystals. Results include radial distribution function g(r), structure factor S(k), and orientational order parameter M. These results lead to the conclusion that the hard cylinder model may be a useful reference for real mesomorphic phases.

A first approach to the optimization of Bogotá's TransMilenio BRT system

Bus rapid transit (BRT) systems are massive transport systems with medium/high capacity, high quality service and low infrastructure and operating costs. TransMilenio is Bogotá's most important mass transportation system and one of the biggest BRT systems in the world, although it only has completed its third construction phase out of a total of eight. In this paper we review the proposals in the literature to optimize BRT system operation, with a special emphasis on TransMilenio, and propose a mathematical model that adapts elements of the above proposals and incorporates novel elements accounting for the features of TransMilenio system.

Network-based biomarkers in Alzheimer's disease: review and future directions

By 2050 it is estimated that the number of worldwide Alzheimer?s disease (AD) patients will quadruple from the current number of 36 million people. To date, no single test, prior to postmortem examination, can confirm that a person suffers from AD. Therefore, there is a strong need for accurate and sensitive tools for the early diagnoses of AD. The complex etiology and multiple pathogenesis of AD call for a system-level understanding of the currently available biomarkers and the study of new biomarkers via network-based modeling of heterogeneous data types. In this review, we summarize recent research on the study of AD as a connectivity syndrome. We argue that a network-based approach in biomarker discovery will provide key insights to fully understand the network degeneration hypothesis (disease starts in specific network areas and progressively spreads to connected areas of the initial loci-networks) with a potential impact for early diagnosis and disease-modifying treatments. We introduce a new framework for the quantitative study of biomarkers that can help shorten the transition between academic research and clinical diagnosis in AD.

A review of Tai Chi Chuan and parameters related to balance

Introduction: Previous systematic reviews of the literature on the effects of Tai Chi Chuan(TCC)on balance have focussed either on determining the quality of the research design or have provided just a general description of the studies.To the best of our knowledge none have approached this topic by conducting an analysis from the point of view of the factors which affect balance.It is important to present this perspective as it will help to guide future research in this field. Methodology: Seven electronic data bases were searched for publications dated between 1996 and 2012.The inclusion criteria were;randomized controlled trials(RCT)written in English. Results: From a total of 397 articles identified, 27 randomized controlled trials were eligible for the analysis. Conclusions: Studies reviewed appear to confirm that TCC improves static and dynamic balance and in the functional factors which affect balance in persons of over 55 years of age.Only one study was identified on people affected with problems with the vestibular system. No studies on the influence of TCC on improvement in balance in individuals suffering from deteriorated brain function were identified.

Quantitative assessment based on kinematic measures of functional impairments during upper extremity movements: a review

Quantitative measures of human movement quality are important for discriminating healthy and pathological conditions and for expressing the outcomes and clinically important changes in subjects' functional state. However the most frequently used instruments for the upper extremity functional assessment are clinical scales, that previously have been standardized and validated, but have a high subjective component depending on the observer who scores the test. But they are not enough to assess motor strategies used during movements, and their use in combination with other more objective measures is necessary. The objective of the present review is to provide an overview on objective metrics found in literature with the aim of quantifying the upper extremity performance during functional tasks, regardless of the equipment or system used for registering kinematic data.

Identification of voting systems for the identification of preferences in public participation. Case Study: application of the Borda Count system for collective decision making at the Salonga National Park in the Democratic Republic of Congo.

Abstract:The aim of this paper is to review the literature on voting systems based on Condorcet and Borda. We compared and classified them. Also we referred to some strengths and weaknesses of voting systems and finally in a case study, we made use of the Borda voting system for collective decision making in the Salonga National Park in the Democratic Republic of Congo. Resumen: el objetivo de este trabajo es hacer una revisión bibliográfica de los sistemas de votación basados en Condorcet y Borda. Se ha comparado y clasificado los mismos. Así mismo se ha hecho referencia a algunas debilidades y fortalezas de los sistemas de votación y por último en un caso de estudio, se ha hecho uso del sistema de votación de Borda para la toma de decisión colectiva en el Parque Nacional de Salonga en la República Democrática del Congo.

Immune Polarization in Allergic Patients: Role of the Innate Immune System

Allergens come into contact with the immune system as components of a very diverse mixture. The most common sources are pollen grains, food, and waste. These sources contain a variety of immunomodulatory components that play a key role in the induction of allergic sensitization. The way allergen molecules bind to the cells of the immune system can determine the immune response. In order to better understand how allergic sensitization is triggered, we review the molecular mechanisms involved in the development of allergy and the role of immunomodulators in allergen recognition by innate cells.