Income inequality and human capital development

Investimentos em capital humano são essenciais para o desenvolvimento econômico de um pais. No Brasil, diversas fontes apontam para a falta de mão de obra qualificada como sendo uma das causas de um fraco crescimento econômico. Esta dissertação explora as teorias que ligam desigualdade de renda com performance econômica. A parte empírica se foca em uma das teorias apresentadas, a de imperfeições no mercado de credito. De acordo com esta teoria, mercados de credito imperfeitos são fracos alocadores de recursos e não possibilitam que indivíduos de baixa renda invistam no próprio capital humano. No Brasil, há uma escassez de estudos empíricos focados em testar os canais através dos quais a desigualdade de renda afeta o crescimento, trazendo significância para esta dissertação. Os resultados apresentados aqui foram obtidos através da pesquisa familiar – POF – realizada pelo IBGE. Os dados mostram que investimentos em educação crescem como percentual do orçamento com o aumento da renda familiar. Aumentos de renda para classes de renda já elevadas não provocam igual aumento nas despesas educacionais. Os dados sugerem a existência de uma restrição orçamentária para Brasileiros de baixa e média renda independente da região. Foram encontradas fortes evidencias de que classes de baixa e média renda no Brasil tem acesso limitado ao mercado de credito. Portanto, existe evidencia de que redistribuição aumentaria o gasto agregado em educação

Report of a Consultative Forum: Higher-Level Human Resource Development Strategies in the Caribbean Subregion of the 1990s

Includes bibliography

Review of virtual power plant applications for the power system management and V2G market development

Utilization of renewable energy sources and energy storage systems is increasing with fostering new policies on energy industries. However, the increase of distributed generation hinders the reliability of power systems. In order to stabilize them, a virtual power plant emerges as a novel power grid management system. The VPP has a role to make a participation of different distributed energy resources and energy storage systems. This paper defines core technology of the VPP which are demand response and ancillary service concerning about Korea, America and Europe cases. It also suggests application solutions of the VPP to V2G market for restructuring national power industries in Korea.

Noises: a Nuisance and a Resource. Development of New Decomposition Methods of Noisy Data

Noise is constant presence in measurements. Its origin is related to the microscopic properties of matter. Since the seminal work of Brown in 1828, the study of stochastic processes has gained an increasing interest with the development of new mathematical and analytical tools. In the last decades, the central role that noise plays in chemical and physiological processes has become recognized. The dual role of noise as nuisance/resource pushes towards the development of new decomposition techniques that divide a signal into its deterministic and stochastic components. In this thesis I show how methods based on Singular Spectrum Analysis have the right properties to fulfil the previously mentioned requirement. During my work I applied SSA to different signals of interest in chemistry: I developed a novel iterative procedure for the denoising of powder X-ray diffractograms; I “denoised” bi-dimensional images from experiments of electrochemiluminescence imaging of micro-beads obtaining new insight on ECL mechanism. I also used Principal Component Analysis to investigate the relationship between brain electrophysiological signals and voice emission.

Liderança autêntica e saúde organizacional: um estudo de caso num hospital

O conceito de Liderança tem sido amplamente estudado por diversos autores, sendo já considerado pela literatura como um tema clássico evolutivo. A investigação que aqui se apresenta pretende compreender a mais recente abordagem a esse conceito - a Liderança Autêntica, no contexto específico de um CH público em Portugal. Além disso, é seu propósito perceber se uma Liderança Autêntica é preditora de um Clima Organizacional Autentizótico e se ambos os construtos explicam a Satisfação - com o trabalho em geral e com a supervisão - e a Saúde Mental dos trabalhadores. Procura, ainda, mediante análises exploratórias, estudar a influência de algumas variáveis demográficas e profissionais na Liderança Autêntica, no Clima Organizacional Autentizótico, na Satisfação e na Saúde. Participaram neste estudo de caso 278 trabalhadores, de diferentes grupos profissionais e vínculos contratuais, tendo os resultados obtidos apontado para uma indubitável relação preditiva entre a Liderança Autêntica e a Satisfação com a Supervisão, a Satisfação com o Trabalho em Geral e a Saúde Mental. A Liderança Autêntica é igualmente uma preditora significativa do Clima Organizacional Autentizótico. Este último afigura-se, para a amostra, como explicativo de maior Satisfação e Saúde Mental dos trabalhadores. No que respeita ao estudo das variáveis demográficas (sexo, idade, estado civil e habilitações literárias) e profissionais (vínculo contratual, grupo profissional, nível da organização, antiguidade e sexo do superior hierárquico) em função das variáveis em estudo (Liderança Autêntica, Clima Organizacional Autentizótico, Satisfação e Saúde), concluiu-se que as mulheres evidenciam níveis inferiores de Saúde Mental, comparativamente aos homens. Os homens denotam menor perceção de Liderança Autêntica que as mulheres. Os “mais escolarizados” evidenciam menor Saúde Mental e maior perceção de Liderança Autêntica que os “menos escolarizados”. O grupo “técnico de saúde” está mais satisfeito com o trabalho em geral mas evidencia menor Saúde Mental que o grupo “técnico operacional”. Os trabalhadores cuja chefia é do sexo feminino demonstram níveis inferiores de Saúde Mental. Por fim, comparadas as perceções de Liderança Autêntica entre chefias e trabalhadores não chefias, inferimos que são os primeiros a perceber os líderes como mais autênticos. O estudo apresenta as suas conclusões e aponta estratégias de intervenção em termos da Gestão e Desenvolvimento e Recursos Humanos para o CH em investigação.

Boas práticas de igualdade de género e sua relação nos domínios da satisfação laboral e clima organizacional

A Igualdade entre Homens e Mulheres e a não discriminação constituem princípios fundamentais da Constituição da Republica Portuguesa e do Tratado que institui a União Europeia – Tratado de Lisboa. A desigualdade entre Homens e Mulheres constitui uma violação dos direitos fundamentais, e impõe um pesado custo à economia na medida em que se desaproveitam talentos em função do género. A promoção de uma efetiva igualdade entre Homens e Mulheres constitui um dever fundamental do Estado. A promoção da participação ativa de Homens e Mulheres na vida política, ao nível da administração central, regional e local, é também um forte indicador da qualidade da democracia de um estado. Tomando por base a temática da Igualdade de Género, o Roteiro para a Igualdade entre Homens e Mulheres (2006-2010), o pacto Europeu para a Igualdade entre os Sexos (2006), a Estratégia para a Igualdade entre Homens e Mulheres 2010-2015 que elencam ações consideradas prioritárias – igualdade na independência económica; igualdade na remuneração por trabalho igual e por trabalho de igual valor; igualdade na tomada de decisões; promoção da dignidade e a integridade, pôr fim à violência de género; e questões horizontais – papéis desempenhados por Homens e Mulheres, legislação, governação e instrumentos no domínio da igualdade entre Homens e Mulheres, o objeto deste estudo centra-se na atividade do Estado Português, mais concretamente ao nível local. Procurou-se enquadrar esta temática na Gestão dos Recursos Humanos, na busca de um conhecimento mais aprofundado sobre a implementação de Boas Práticas de Igualdade de Género e a sua relação nos domínios da Satisfação Laboral assim como no Clima Organizacional. O presente estudo expõe uma abordagem quantitativa, de carácter descritivo, exploratório, correlacional e preditivo. O tratamento estatístico realizou-se com recurso ao programa IBM SPSS Statistics, versão 21. Os resultados encontrados apontam para uma associação positiva entre a existência de boas práticas de igualdade de género e a satisfação laboral dos trabalhadores, assim como do clima organizacional. São apresentadas pistas para a intervenção no domínio da função da gestão e desenvolvimento dos recursos humanos.

Development of an instrument to assess Human Resource Quality (HRQ) and measuring the impact of TQM efforts on HRQ using the instrument

This research is aimed at developing an instrument for measuring human resource quality in organizations. The researcher has developed the instrument for measuring HRQ based on extensive literature survey and expert opinion. Statistical validity of the Instrument has also been established. This instrument was used to measure the changes in Human Resource Quality in selected organizations wherein quality management practices are being implemented. Data collected was analyzed and presented in this thesis. It has been found that there are significant changes in all the indicators of Human Resource Quality. There is improvement in Cultural Change Index(CCI), Quality of Work Life Index(QWLI) and Employee Satisfaction Index(ESI). The Human Resource Quality index has also increased significantly in all the organizations. It has been observed from the study that implementation of TQM leads to significant changes in Human Resource Quality. This instrument is capable of measuring minor variations in each indicator of HRQ and can be used to identify areas of weakness and strength in the case of Human Resource Quality. The instrument can further be modified by future research. This research work provided excellent opportunities for the researcher for self-development and has made him confident to undertake such activities for the benefit of the learning community.

Environmental development in Brazilian companies: The role of human resource management

Specialized literature states that proper environmental management at companies requires support from human resource management. This occurs because the more efficient and effective human resource management is, the more it tends to contribute towards the organization's objectives. Considering that environmental management is an emerging organizational objective, human resource practices, when efficient and effective, tend to incorporate environmental goal and to become greener. In order to contribute to this emerging field of research, this paper reports on an empirical study about the relationship between human resources and environmental management at 75 Brazilian companies. The data collected were analyzed statistically using Structural Equation Modeling. The main results indicated that human resource management practices tend to statistically significant relate to environmental management at analyzed companies, through validation of H 1, but his relationship can be considered weak. © 2012 Elsevier B.V.

Diversity management: Challenges, benefits, and the role of human resource management in Brazilian organizations

Purpose The objective of this study was to analyze the major challenges and benefits of diversity management in Brazilian companies by assessing the role of human resources. Design/methodology/approach A total of 15 case studies were carried out on companies that operate in Brazil. Brazil is a country with considerable diversity and multiracial backgrounds. Findings It was found that diversity management in Brazilian companies is still an emerging issue, and the major challenges are related to discriminatory actions taken by coworkers. Among the 15 companies studied, only four had adopted a consistent set of diversity management and human resources practices. These four companies were the only companies to affirm that diversity management requires the strong support of top management and continuous organization to sustain efforts toward incorporating diversity. Originality/value Research studies on diversity management in Brazil are scarce. The findings of this study, however, can be useful to academic professionals and company directors in countries that exhibit similar characteristics to those of Brazil, or to those who are interested in learning more about Brazil. © 2011 Emerald Group Publishing Limited. All rights reserved.

The pervasiveness and trajectory of methodological choices: A 20 year review of human resource management research

This paper examines the methodological choices of researchers studying the HR practices–outcome relationship via a content analysis of 281 studies published across the last twenty years. The prevalence and trajectory of change over time are reported for a wide range of methodological choices relevant to internal, external, construct, and statistical conclusion validity. While the results indicate a high incidence of potentially problematic cross-sectional, single informant, and single level designs, they also reveal significant improvements over time across many validity relevant methodological choices. This broad based improvement in the methodological underpinnings of HR research suggests that researchers and practitioners can view the findings reported in the HR literature with increasing confidence. Directions for future research are provided.

Innovative Human Resource Practices and Selected HR Outcomes in Software Firms in Kerala

In this study the relationship between Innovative HR practices and selected HR outcomes is investigated.The current study represents a unique attempt to study the effects of innovative HR practices,with job satisfaction,organisational commitment and organisational citizenship bahaviour considered as the consequent variables.Results have affirmed the role of intervening variables such as job satisfaction and organisational commitment in establishing the link between IHRP and OCB obliterating any direct relation between IHRP and organisational citizenship behaviour.This finding may enable researchers in the human resource management to develop more robust understandings of the positive effects of innnovative HR practices on HR outcomes.Thus the present study provides the obvious contribution of weaving up yet another linkage between the two complimentary disciplines of Human Resource Management and Organisational Behaviour.The present study also contributes to the understanding of OCB by exploring its antecedents and extending the intervening role of job satisfaction and organisational commitment.The findings indicate that a higher level of introduction/initiation and satisfaction of innovative HR practices produces high job satisfaction and organisational commitment which lead to OCB.The researcher drew upon the perception-attitude-behaviour model to further realise the expected relationship among innovative HR practices,job satisfaction,organisational commitment and organisational citizenship behaviour.Consequently,this study makes a contribution to the broader organisational citizenship behaviour literature by manifesting the extended relationship path from innovative HR practices to organisational citizenship behaviour,and demonstrating that innovative Hr practices at the organisational level has an effect on employee attitudes and behaviours as well.

Human Resource's Role in Leveraging Knowledge Management as a Competitive Advantage

The ultra-competitiveness in the twenty-first century's business environment suggests that, to survive, human resource (HR) must prove its value. The knowledge economy presents HR the opportunity to demonstrate its added value through leveraging knowledge management (KM) as a competitive advantage. This capstone reviews the literature on business strategy, knowledge, KM, KM success, and HR to reveal links between these subjects and illustrate three roles HR can undertake to leverage KM as a competitive advantage. The capstone also assesses HR's current contributions to KM through a survey of 42 HR professionals. Survey results suggest that, although HR contributes to the three KM roles, HR is not currently fully capitalizing on the opportunity to become a strategic business partner through KM.