What factors of satisfaction and motivation are affecting the development of the academic career in Portuguese higher education institutions?

An important constituent group and a key resource of higher education institutions (HEIs) is the faculty or academic staff. The centrality of the faculty role makes it a primary sculptor of institutional culture and has implications for the quality of the institution and therefore has a major role in achieving the objectives of the institution. Demand for academic staff in higher education has been increasing and may be expected to continue to increase. Moreover the performance of academic staff as teachers and researchers determines much of the student satisfaction and has an impact on student learning. There are many factors that serve to undermine the commitment of academics to their institutions and careers. Job satisfaction is important in revitalizing staff motivation and in keeping their enthusiasm alive. Well motivated academic staff can, with appropriate support, build a national and international reputation for themselves and the institution in the professional areas, in research and in publishing. This paper aims to identify the issues and their impacts on academic staff job satisfaction and motivation within Portuguese higher education institutions reporting an ongoing study financed by the European Union through the Portuguese Foundation for Science and Technology.

A influ��ncia do controlo do acesso �� internet na satisfa����o com o trabalho

RESUMO: A presente investiga����o incide no estudo da influ��ncia das dimens��es do controlo do acesso �� Internet, propostas por Hackman e Oldham (1975), e das facetas da satisfa����o com o trabalho, propostas por Spector (1985) num contexto organizacional. Os dados foram obtidos atrav��s da aplica����o de tr��s escalas avaliativas: o "Job Diagnostic Survey" (JDS), o "Job Satisfaction Survey" (JSS), e uma escala criada para avaliar as dimens��es do controlo do acesso �� Internet. O estudo incidiu numa amostra de conveni��ncia, constitu��da por 135 colaboradores pertencentes a tr��s organiza����es. Os resultados obtidos demonstraram que apenas tr��s dimens��es revelaram rela����es de anteced��ncia com as dimens��es da satisfa����o com o trabalho: no bloqueio a p��ginas e aplica����es foram identificadas rela����es de anteced��ncia com a da satisfa����o com os benef��cios adicionais e com a promo����o. Quanto �� voz nas pol��ticas da organiza����o foram identificadas rela����es com a satisfa����o com os colegas, e com a natureza do trabalho. E na legisla����o foram identificadas rela����es com a satisfa����o com as recompensas contingenciais, com as condi����es operantes e com a comunica����o. Os resultados levaram �� n��o confirma����o do modelo em an��lise, por n��o estar em linha com o quadro te��rico estabelecido. Foram discutidas algumas das implica����es dos resultados obtidos. ABSTRACT: The current research focus in the study of influence between the Internet Access control dimensions, proposed in this study, and the global Job satisfaction, proposed by Hackman e Oldham (1975) and the job satisfaction facets proposed by Spector (1985) in a organizationsl context. The data eas obtained through the application of three scales: num contexto organizacional. "Job Diagnostic Survey" (JDS), the "Job Satisfaction Survey" (JSS),and a scale that was created to evaluate the internet Access control. The study focused on a convenience sample, constituted by 135 participants from three organizations. The results show that only three dimensions revealed to have an antecedent relationship with the job satisfaction dimensions: in the websites and applications blocking, it was identified as having an antecedent relationship with the satisfaction with fringe benefits and promotion. Voice in the organizational policies was verified as an antecedent to the dimensions of the satisfaction with the coworkers and with the nature of work. And finally, the legislation was confirmed as an antecedent in the relationship with the dimensions satisfaction with contingent rewards, operating conditions and communication. The results led to the non confirmation of the studied theoretical model. Some of these results implications were discussed.

A coes��o de grupo dentro de uma organiza����o

RESUMO: Na organiza����o do tecido empresarial a sociedade contempor��nea alcan��a o seu sucesso mediante a Coes��o do Grupo. A Coes��o de Grupo �� hoje decisiva para qualquer organiza����o. Um grupo come��a quando as pessoas se juntam pelo desejo de pertencer a esse mesmo grupo, para ajudar e contribuir para o bem-estar dessa pr��pria equipa. A Coes��o no seio do Grupo �� fundamental para se alcan��arem resultados positivos. Para Weinberg e Gould (2001) ���a Coes��o relacionada �� tarefa reflecte o grau em que os membros de um grupo trabalham juntos para alcan��ar objectivos comuns���. A Coes��o interna aumenta se a equipa trabalha em busca dos mesmos objectivos com uma entrega total e absoluta em todo o trabalho que realizam. Quanto maior a cordialidade e a confian��a transmitida e criada no meio do grupo, consequentemente maior ser�� a Coes��o e a produtividade da equipa. Com a Coes��o de Grupo existe uma rela����o de interdepend��ncia, em termos de trabalho, nos elementos do grupo. O modelo de Coes��o de Grupo acentua as semelhan��as entre cada elemento e oferece tamb��m a oportunidade de participarem em todas as decis��es. A Coes��o de Grupo permite ainda que os membros permane��am juntos, que os membros confiem e sejam leais uns aos outros e que tamb��m se sintam seguros. Torna-se determinante frisar que a Coes��o permite que os membros se tornem influenciados pelo grupo em si, o que aumenta significativamente a satisfa����o dos seus membros e, �� medida que o trabalho se desenvolve, que a interac����o entre os membros do grupo se intensifique. S�� assim se consegue provocar, manter e consolidar a Coes��o dentro da organiza����o. ABSTRACT: In the organization of business, the contemporary society achieves its success through group cohesion. The Group Cohesion is very important today, for any organization. A group begins when people come together by the desire to belong, to help and contribute to the welfare of own team. The Cohesion within a team is central to achieving positive results. To Weinberg and Gould (2001) ���related to task Cohesion reflects the degree to which the group members work together to achieve common goals���. The Cohesion within the Group increases if the team works toward the same objectives, with a total and absolute in all the work they do. The greater the friendship and trust created and transmitted through the group, consequent greater Cohesion and team productivity. With the Group Cohesion there is a relationship of interdependence, in terms of labor among group members. With the group cohesion there is something similar between the group members and also the opportunity to participate in all decisions. The Cohesion of the Group allows members to stay together, that the members trust and be loyal to each other and also feel safe. I can only stress that Cohesion allows members to become influenced by the group itself, which increases the signification and satisfaction of its members, as the work develops, and that the interaction between group members to intensify. Only thus could lead to, maintain and strengthen the Cohesion within the organization.

Are public officials really less satisfied than private sector workers?A comparative study in Brazil

This research aims to compare the public and private sectors with regard to satisfaction at work. We conducted a survey with 670 professionals from both sectors in Brazil. The results of variance analysis confirm previous researches indicating that public officials are less satisfied with their work than private sector workers. However, this result does not repeat when we evaluate the satisfaction dimensions. For instance, public officials reported being more satisfied than private sector workers with regard to social environment and work stability. Unexpectedly, the results suggest that there is no difference between these sectors when we analyze the satisfaction with supervision. Therefore, this article is relevant for Brazilian managers, by offering an empirical research on the distinction between public and private. The article also discusses the theoretical implications, since Brazilian findings do not completely support the international literature.

The role of discriminant analysis in the refinement of customer satisfaction assessment

OBJECTIVE: To test discriminant analysis as a method of turning the information of a routine customer satisfaction survey (CSS) into a more accurate decision-making tool. METHODS: A 7-question, 10-multiple choice, self-applied questionnaire was used to study a sample of patients seen in two outpatient care units in Valpara��so, Chile, one of primary care (n=100) and the other of secondary care (n=249). Two cutting points were considered in the dependent variable (final satisfaction score): satisfied versus unsatisfied, and very satisfied versus all others. Results were compared with empirical measures (proportion of satisfied individuals, proportion of unsatisfied individuals and size of the median). RESULTS: The response rate was very high, over 97.0% in both units. A new variable, medical attention, was revealed, as explaining satisfaction at the primary care unit. The proportion of the total variability explained by the model was very high (over 99.4%) in both units, when comparing satisfied with unsatisfied customers. In the analysis of very satisfied versus all other customers, significant relationship was identified only in the case of the primary care unit, which explained a small proportion of the variability (41.9%). CONCLUSIONS: Discriminant analysis identified relationships not revealed by the previous analysis. It provided information about the proportion of the variability explained by the model. It identified non-significant relationships suggested by empirical analysis (e.g. the case of the relation very satisfied versus others in the secondary care unit). It measured the contribution of each independent variable to the explanation of the variation of the dependent one.

Housework, paid work and psychiatric symptoms

OBJECTIVE: To evaluate the hypothesis that work burden, the simultaneous engagement in paid work and unpaid family housework, is a potential risk factor for psychiatric symptoms among women. METHODS: A cross-sectional study was carried out with 460 women randomly selected from a poor area of the city of Salvador, Brazil. Women between 18 to 70 years old, who reported having a paid occupation or were involved in unpaid domestic activities for their families, were eligible. Work burden-related variables were defined as: a) double work shift, i.e., simultaneous engagement in a paid job plus unpaid housework; and b) daily working time. Psychiatric symptoms were collected through a validated questionnaire, the QMPA. RESULTS: Positive, statistically significant associations between high (>7 symptoms) QMPA scores and either double work shift (prevalence ratio -- PR=2.04, 95% confidence interval -- CI: 1.16, 2.29) or more than 10 hours of daily work time (PR=2.29, 95% CI: 1.96, 3.43) were found after adjustment for age, marital status and number of pre-school children. CONCLUSIONS: Major correlates of high QMPA scores are work burden variables. Being married or having pre-school children are also associated with high QMPA scores only when associated with work burden.

Marketing e imagem: o caso do Hospital de Santa Maria - Porto

O sector da sa��de ocupa, actualmente, um espa��o muito vis��vel na nossa sociedade, quer seja em termos econ��micos como sociais. Os utentes t��m alterado as suas atitudes, tendo vindo a preocupar-se e a exigir cada vez mais dos servi��os de sa��de. Estas mudan��as t��m conduzido as Organiza����es a desenvolver servi��os mais orientados para o marketing. Desta forma, reconhece-se a import��ncia dessa avalia����o como forma de aumentar os n��veis de satisfa����o dos utentes e da efici��ncia organizacional. A estrat��gia de Marketing, passa pela escolha dos mercados alvo, da sua posi����o competitiva face aos seus concorrentes, que permita atender os seus utentes. Neste contexto, o Marketing poder�� desempenhar um papel preponderante na rentabilidade e competitividade das Organiza����es, pelo que se achou pertinente desenvolver as estrat��gias de Marketing numa Institui����o Privada de Sa��de. Assim, no ��mbito do 2��. Ano de Mestrado de Gest��o das Organiza����es, ramo Unidades de Sa��de, foi realizado um est��gio na ��rea do Marketing e Imagem, que teve lugar no Hospital de Santa Maria ��� Porto. Assim, com este relat��rio pretende-se reflectir sobre as actividades desenvolvidas, desde a conceptualiza����o �� realiza����o das mesmas, e o seu impacto na Organiza����o e, simultaneamente, disponibilizar um instrumento de avalia����o da Unidade Curricular.

Evaluation of the improvements on pharmacy technicians' work practices after implementation of operational procedures

Several antineoplasic drugs have been demonstrated to be carcinogenic or to have mutagenic and teratogenic effects. The greatest protection is achieved with the implementation of administrative and engineering controls and safety procedures. Objective: to evaluate the improvements on pharmacy technicians' work practices, after the implementation of operational procedures related to individual protection, biologic safety cabinet disinfection and cytotoxic drug preparation. Method: case-study in a hospital pharmacy undergoing a certification process. Six pharmacy technicians were observed during their daily activities. Characterization of the work practices was made using a checklist based on ISOPP and PIC guidelines. The variables studied concerning cleaning/disinfection procedures, personal protective equipment and procedures for preparing cytotoxic drugs. The same work practices were evaluated after four months of operational procedures implementation. Concordance between work practices and guidelines was considered to be a quality indicator (guidelines concordance practices number/total number of practices x 100). Results: improvements were observed after operational procedures implementation. An improvement of 6,25% in personal protective equipment practice was achieved by changing second pair of gloves every thirty minutes. The major progress, 10%, was obtained in disinfection procedure, where 80% of tasks are now realized according to guidelines.By now, we hot an improvement of only 1% at drug preparation procedure by placing one cytotoxic drug at a time inside the biological safety cabinet. Then, 85% of practices are according to guidelines. Conclusion: before operational procedures implementation 80,3% of practices were according to the guidelines, while now is 84,4%. This indicates that is necessary to review the procedures frequently in the benefit to reduce the risks associated with handling cytotoxic drugs and maintenance of drug specifications.

A Implementa����o de um sistema de gest��o da qualidadena Junta de Freguesia de Gandra

Trabalho de Projeto apresentado ao Instituto Superior de Contabilidade e Administra����o do Porto para obten����o do grau de Mestre em Auditoria Orientado por: Doutora Alcina Augusta de Sena Portugal Dias

Fatores influenciadores da gest��o da qualidade e independ��ncia do auditor: um estudo de caso

Disserta����o apresentada ao Instituto Superior de Contabilidade para obten����o do Grau de Mestre em Auditoria Orientada por: Doutora Alcina Dias

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.

Entre o p��blico e o privado: a escolha da escola pelos pa��s

Disserta����o apresentada �� Escola Superior de Educa����o de Lisboa para obten����o do grau de mestre em Ci��ncias de Educa����o ��� Especializa����o em Administra����o Escolar

Quase-verdade e pragmatismo

Coordena����o de Aperfei��oamento de Pessoal de N��vel Superior (CAPES)

Working hours, work-life conflict and health in precarious and "permanent" employment

OBJECTIVE: The expansion of precarious employment in OECD countries has been widely associated with negative health and safety effects. Although many shiftworkers are precariously employed, shiftwork research has concentrated on full-time workers in continuing employment. This paper examines the impact of precarious employment on working hours, work-life conflict and health by comparing casual employees to full-time, "permanent" employees working in the same occupations and workplaces. METHODS: Thirty-nine convergent interviews were conducted in two five-star hotels. The participants included 26 full-time and 13 casual (temporary) employees. They ranged in age from 19 to 61 years and included 17 females and 22 males. Working hours ranged from zero to 73 hours per week. RESULTS: Marked differences emerged between the reports of casual and full-time employees about working hours, work-life conflict and health. Casuals were more likely to work highly irregular hours over which they had little control. Their daily and weekly working hours ranged from very long to very short according to organisational requirements. Long working hours, combined with low predictability and control, produced greater disruption to family and social lives and poorer work-life balance for casuals. Uncoordinated hours across multiple jobs exacerbated these problems in some cases. Health-related issues reported to arise from work-life conflict included sleep disturbance, fatigue and disrupted exercise and dietary regimes. CONCLUSIONS:This study identified significant disadvantages of casual employment. In the same hotels, and doing largely the same jobs, casual employees had less desirable and predictable work schedules, greater work-life conflict and more associated health complaints than "permanent" workers.

The impact of night work on subjective reports of well-being: an exploratory study of health care workers from five nations

OBJECTIVE: To carry out a survey data collection from health care workers in Brazil, Croatia, Poland, Ukraine and the USA with two primary goals: (1) to provide information about which aspects of well-being are most likely to need attention when shiftwork management solutions are being developed, and (2) to explore whether nations are likely to differ with respect to the impacts of night work on the well-being of workers involved in health care work. METHODS: The respondents from each nation were sorted into night worker and non-night worker groups. Worker perceptions of being physically tired, mentally tired, and tense at the end of the workday were examined. Subjective reports of perceived felt age were also studied. For each of these four dependent variables, an ANCOVA analysis was carried out. Hours worked per week, stability of weekly work schedule, and chronological age were the covariates for these analyses. RESULTS: The results clearly support the general proposal that nations differ significantly in worker perceptions of well-being. In addition, perceptions of physical and mental tiredness at the end of the workday were higher for night workers. For the perception of being physically tired at the end of a workday, the manner and degree to which the night shift impacts the workers varies by nation. CONCLUSIONS: Additional research is needed to determine if the nation and work schedule differences observed are related to differences in job tasks, work schedule structure, off-the-job variables, and/or other worker demographic variables.