Addressing the facilities layout design problem through constraint logic programming

One of the most difficult problems that face researchers experimenting with complex systems in real world applications is the Facility Layout Design Problem. It relies with the design and location of production lines, machinery and equipment, inventory storage and shipping facilities. In this work it is intended to address this problem through the use of Constraint Logic Programming (CLP) technology. The use of Genetic Algorithms (GA) as optimisation technique in CLP environment is also an issue addressed. The approach aims the implementation of genetic algorithm operators following the CLP paradigm.

Scheduling maintenance activities of electric power transmission networks using an hybrid constraint method

In this paper we present a Constraint Logic Programming (CLP) based model, and hybrid solving method for the Scheduling of Maintenance Activities in the Power Transmission Network. The model distinguishes from others not only because of its completeness but also by the way it models and solves the Electric Constraints. Specifically we present a efficient filtering algorithm for the Electrical Constraints. Furthermore, the solving method improves the pure CLP methods efficiency by integrating a type of Local Search technique with CLP. To test the approach we compare the method results with another method using a 24 bus network, which considerers 42 tasks and 24 maintenance periods.

Motivations which influence volunteers' satisfaction

In this paper we attempt to find out which motivations influence volunteers satisfaction. So, in a first moment, we categorize satisfaction through a factor analysis and then use linear regression models to find out the relations previously mentioned. Furthermore we analyse the existence of correlations between some demographic attributes and the other variables. In this research the population under study includes volunteers that work in the health area, more precisely volunteers that work in hospital and have direct contact with patients and their families. We obtained a total of 327 questionnaires and after excluding incomplete answers we get 304 questionnaires which embody a response rate of 36%. The outcomes of our analysis reveal that we can categorize satisfaction into intrinsic and extrinsic categories and show that motivations related to belonging and protection and career recognition are the ones influencing extrinsic satisfaction; motivations associated to development and learning and altruism are the ones with higher effect in intrinsic satisfaction. There are some negative correlations between age and extrinsic satisfaction, between years of participation and extrinsic satisfaction, between education and the motivation related to belonging and protection and between age and the motivation related to career recognition. There is only one positive correlation between hours per week and intrinsic satisfaction. The results offer new insights for research about volunteers’ motivations, motive fulfillment and volunteer satisfaction. Furthermore the outcomes advocate that to ensure satisfied volunteers, their motivations must be identified in a timely and appropriate moment, meaning that should happened as early as possible.

Organisational influence on volunteer satisfaction and attitudes towards HRM practices: the case of hospital volunteers

We examine volunteer satisfaction with HRM practices, namely recruitment, training and reward in NPOs and attitudes regarding the appropriateness of these practices. The participants in this study are 76 volunteers affiliated with four different NPOs, who work in hospitals and have direct contact with patients and their families. Analysing aggregate results we show that volunteers are more satisfied with training, and consider the training strategies to be very appropriate. After identifying differences between organisations we discover that in some organisations volunteers are satisfied with rewards but they have negative attitudes regarding the appropriateness of the recognition strategies. We also identify the volunteers who are the most and the least satisfied.

Eficácia do Constraint-Induced Movement Therapy, em utentes com sequelas de Acidente Vascular Encefálico, até 9 meses

O Acidente Vascular Encefálico é uma das principais causas de morte, tornando-se cada vez mais iminente processos de reabilitação que minimizem as sequelas, nomeadamente as limitações do membro superior que dificultam o envolvimento em atividades da vida diária. O Constraint-Induced Movement Therapy, surge como uma abordagem que incrementa o uso do membro superior mais afetado. A presente investigação trata-se de um estudo de casos múltiplos. Pretende-se verificar se existem melhorias na funcionalidade do membro superior mais afetado, analisar em que atividades da vida diária são visíveis melhorias funcionais e compreender se o maior envolvimento nas atividades diárias está diretamente relacionado com a melhoria na capacidade funcional. Pretende-se ainda que os valores obtidos no Wolf Motor Function Test sejam um contributo para a sua validação para a população portuguesa. Utilizou-se um questionário para recolha de dados pessoais e clínicos (amplitudes de movimento, dor e espasticidade); o Wolf Motor Function Test e o Action Research Arm Test para verificar a funcionalidade do membro superior mais afetado; e a Motor Activity Log que avalia o envolvimento em atividades da vida diária. O grupo é constituído por 3 utentes que sofreram um primeiro Acidente Vascular Encefálico até 9 meses de evolução, internados na Santa Casa da Misericórdia de Monção e que cumpriam os critérios de inclusão. O programa foi implementado três horas/dia, durante 10 dias, mantendo a restrição no membro superior menos afetado durante 90% do dia acordado. Como se trata de um estudo de casos múltiplos, analisou-se cada participante individualmente e verificou-se a diferença entre os resultados finais e iniciais para cada uma das variáveis. Os resultados obtidos revelam ganhos na amplitude de movimento, velocidade de execução e capacidade funcional do membro superior mais afetado, nomeadamente nas funções de preensão e pinça da mão, bem como se testemunhou minimização do fenómeno learned nonuse. Verificaram-se ganhos funcionais em todos os participantes nas atividades da vida diária apesar de serem diferentes de participante para participante. Dois participantes afirmaram que voltariam a participar no programa.Conclui-se, assim que a técnica resulta em ganhos funcionais nestes utentes, indicando um caminho alternativo a outras abordagens de reabilitação.

Learner’s satisfaction within a breast imaging eLearning course for radiographers

Background: An asynchronous eLearning system was developed for radiographers in order to promote a better knowledge about senology and mammography. Objectives: to assess the learners’ satisfaction. Methods: Target population included radiographers and radiogr aphy students, in order to assess eLearning satisfaction according to different experience levels in breast imaging. Satisfaction was measured through a questionnaire developed especially for eLearning systems, using a seven - point Likert scale. Main topics related are content, interface, personalization and learning community. Results: Overall, 85% of learners were satisfied with the course and 87,5% considered that the course is successful. Main areas that were evaluated by most learners in a positive way were interface and content (between six and seven - point); on the other hand, learning community presented a wider distribution of answers . Conclusions: The course provides an overall high degree of learner satisfaction, thus providing more effective knowle dge gain on breast imaging for radiographers.

Impact of Social Responsibility Programmes in Stakeholder Satisfaction: An Empirical Study of Portuguese Managers’ Perceptions

Investigação no âmbito do Projeto de Doutoramento(PhD), especialidade de Gestão Global, Estratégia e Desenvolvimento Empresarial (ISCTE-IUL - 2012, classificação de “Aprovado com Muito Bom”).

Satisfaction towards human resources practices and repatriates’ retention: an empirical examination in the portuguese companies context

This paper examines the relationship between the level of satisfaction towards Human Resources Management practices among repatriates and the decision to remain on the home company after expatriation. Data was collected through semi-structured interviews of 28 Portuguese repatriates who remain and 16 organisational representatives from eight companies located in Portugal. The results show that (1) compensation system during the international assignment; (2) permanent support during the international assignment and; (3) recognition upon the return of the work and effort of expatriates during the international assignment are the most important HRM practices for promoting satisfaction among repatriates. Moreover, it is at repatriation phase that repatriates show higher dissatisfaction with HRM support. These findings will be discussed in detail and implications and suggestions for future research will be proposed as well.

Constructing and validating a scale of employee satisfaction with HRM practices in the healthcare context

The concept of HRM perceptions is a growing interest in the literature, as one of the antecedents of HRM outcomes. Regardless, not only the cognitive aspect of perception is interesting in this field (what you think) but also the affective perspective is of interest (how you feel about it). In this study we propose a scale for assessing satisfaction with the perceptions of the HRM practices. A 24 item Likert-type scale was developed considering literature review, to assess subjects’ satisfaction with Human Resources Practices in a healthcare setting. Talked reflections were held and a survey encompassing all workers from a Hospital was conducted later, with a sample of 922 subjects. Exploratory and Confirmatory Factor Analysis were performed; reliability was tested using Cronbach’s alpha. The scale presents good psychometric properties with alpha values that range from .71 to .91. Exploratory and Confirmatory Factor Analysis demonstrated that the scale presents a very good fit with CFI= 0.94, AGFI= 0.88, and RMSEA= 0.07. The present study represents a first approach in the usage of this scale and despite having a large sample, respondents originate from a single institution. This study presents a pertinent scale towards measuring a seldom explored construct of the worker-organization relationship. The scale is parsimonious and results are promising. There seems to be very little research on how subjects feel about the HRM practices. This construct, very much in line with more recent studies concerning worker perceptions can be especially interesting in the context of the worker-organization relationship.

Give some to get some - Analysing the relationship between worker satisfaction with human resources management and perceived individual performance in a Portuguese hospital

The purpose of this study is to investigate the association between the satisfaction with HRM practices in an organization and the workers' perceived performance. We are interested in learning if indeed workers that are more satisfied with the organization’s practices will also perceive themselves as more hardworking than others, thus confirming the happy-productive worker hypothesis, from an individual perception standpoint. Data originates from a large Portuguese hospital, with a sample of 952 clinical and nonclinical hospital workers. Data was originally explored using SPSS software and later tested in AMOS software where a multiple regression model was constructed and tested. Results indicate that overall satisfaction with HRM practices are related with the workers’ perceived performance; most of the HRM satisfaction subscales also relate, except for pay and performance appraisal, that do not seem to be good predictors of the workers perceived performance. The present study is based on a single large public hospital, and thus, these findings need to be further tested in other settings. This study offers some clues regarding the areas of HRM that seem to be more related with the workers’ perceived performance, and hence provide an interesting framework for managers dealing with healthcare teams. This study contributes to the happy-productive worker hypothesis research, by including seldom used variables in the equation and taking a different perspective. Results provide new clues for investigation and practice regarding the areas of action in HRM that seem to be more prone to elicit perceived effort from the workers.