DEPRESSÃO, ANSIEDADE, ESTRESSE E QUALIDADE DE VIDA DE ESTUDANTES DE UNIVERSIDADES PÚBLICA E PRIVADA

Variáveis como depressão, ansiedade, estresse e qualidade de vida, oferecem indicativos de saúde e doença de jovens, estudantes em fase de formação profissional; é importante detectar sinais e sintomas leves ou graves, uma vez que representam quatro das dez principais causas de incapacidade no mundo. Assim, o presente estudo apresentou como objetivos: a) Caracterizar o perfil sócio demográfico dos estudantes universitários das duas instituições em estudo estudadas; b) Avaliar sintomas de depressão dos estudantes; c) Avaliar sinais de ansiedade e estresse dos estudantes; d) Avaliar a qualidade de vida geral dos estudantes; e) correlacionar as variáveis qualidade de vida, sinais e sintomas de ansiedade, depressão e estresse dos discentes d) correlacionar as variáveis qualidade de vida geral, sinais e sintomas de ansiedade, depressão dos discentes. Participaram da pesquisa 570 Universitários, 344 eram estudantes da Universidade Metodista de São Paulo e 226 da Universidade Federal do Amazonas, dos gêneros feminino e masculino, entre 16 e 55 anos, estudantes de diferentes cursos universitários da área da saúde e humanas. Para coleta de dados foram utilizados os seguintes Instrumentos: questionário de dados socioeconômicos e culturais; WHOQOL Breve Avaliação da Qualidade de Vida composta por 26 questões e EADS Escala de Depressão, Ansiedade e Estresse composta por 21 itens; .Os instrumentos, autoaplicáveis, foram feitos aplicados em ambiente acadêmico de sala de aula, com a devida autorização do professor e direção, informo que o projeto foi e aprovação pelo do Comitê de Ética (Plataforma Brasil) das respectivas universidades em questão. Os dados foram avaliados estatisticamente com auxílio do Programa SPSS versão 2.0 para Windows. Os resultados mostraram que a maioria da amostra é do curso de Psicologia, Gestão em Recursos Humanos e Pedagogia (39%), sendo do 1º e 4º(32%) anos, a escolha do curso foi 1ºopção (66%), mora com familiar (76,9%) e não mudou de residência para estudar na Universidade (83,3%). Os resultados revelaram que o melhor nível de QV encontra-se nos domínios Psicológico e Social da Instituição UFAM localizada no Estado do Amazonas. Os domínios mais afetados, ou seja, aquele, em que os universitários encontram mais prejuízo é no que se referem ao domínio Físico e Meio Ambiente de ambas as Instituições estudadas. Com relação ao EADS, pode se observar que a maior média apresentada refere-se ao fator estresse das duas Instituições estudadas, sendo representado pelo resultado de 15.00 (UMESP) e 12.70 (UFAM) e a média menor foi no fator ansiedade UMESP (7,51). Assim sendo, observa-se que os estudantes obtiveram um grau leve de estresse, depressão e ansiedade em ambas instituições estudadas. Analisando e ao correlacionar os domínios de qualidade de vida e as variáveis ansiedade, depressão e estresse, observou-se uma correlação significativa negativa em todas as variáveis, sendo maior entre depressão e domínios psicológico e ambiental,.Isso significa que quanto maior a depressão, menor a qualidade de vida nos domínios psicológico e ambiental. A partir dos resultados, sugerem-se estudos mais aprofundados.

Condições de Enfrentamento Psicológico de Trabalhadores Aeroportuários

Esse estudo teve por objetivos identificar sinais e sintomas de transtornos psiquiátricos e descrever tipos de enfrentamento utilizados por trabalhadores aeroportuários. Participaram desse estudo 203 trabalhadores e utilizou-se uma Escala Modo de enfrentamento problemas EMEP e uma Escala de Medida de Sinais e Sintomas psiquiátricos QMPA. Os resultados indicaram predomínio de estratégias positivas : a) focalizadas no problema (3,78) que significam que há um esforço do indivíduo no enfrentamento de situações estressantes procurando mudanças na relação entre o indivíduo e o ambiente causador de tensão; b) busca de suporte social (3,13), denotando busca de apoio instrumental, emocional ou de caráter informativo, ou seja, enquanto a maior parte da amostra apresentava estratégias mais positivas e integradoras também não apresentava sinais e sintomas psiquiátricos. Houve, portanto indicativos de que os sujeitos que compuseram essa amostra apresentaram mais respostas positivas em seus esforços cognitivos ante as situações estressantes ao mesmo tempo em que eram não suspeitos de sintomas psiquiátricos; acrescendo ao fato de que houve consonância entre os instrumentos de medida utilizados no presente estudo. Porém, uma pequena parte da amostra apresentou sinais e sintomas psiquiátricos (23,2%), bem como maior utilização de estratégias focalizadas na emoção (2,50), ou seja, estratégias de enfrentamento negativas. Embora esse fosse um número pequeno em relação à amostra total, considera-se preocupante, dado ao fato de serem trabalhadores aeroportuários e exercerem importantes funções tanto em relação ao manejo e orientação de manobras de aeronaves no solo como em relação à lida com pessoas; de modo que a associação entre sinais e sintomas com estratégias consideradas negativas implicam em transtornos que merecem acompanhamento pela equipe de saúde e de recursos humanos na empresa. É nesse sentido que aqui se sugere um trabalho de constante acompanhamento com trabalhadores em geral, a fim de verificar aqueles que necessitam de suporte psicológico e médico e aqueles que podem ser remanejados de suas funções dentro do aeroporto. O acompanhamento com instrumentais adequados, além de serem preventivos e promotores de saúde psicológica, na medida em que facilitam a detecção de sintomatologias mentais, também auxilia no planejamento de programas de saúde e, por conseguinte, como benefício no trabalho e fator preditor de saúde.(AU)

Human resource strategy:introducing a new management typology to make change stick

Human resource management (HRM) is now being seen as a strategic activity. This recognises that change processes must include the management of human resources as part of an integrated approach to strategy. Without also linking management development and business strategy, change will not stick and organisations will not develop. Contributing to the debate about integrating HR and other strategies, including linking management development and business strategy, this paper develops a new Generic Management Typology of co-existing management philosophies in order to help change agents diagnose the culture of an organisation and to modify that culture. The typology is derived from reflecting on research about the global transformation of public service organisations over the last twenty-five years.

Management of human resource in Oman

This paper provides an overview of the scenario of management of human resources and the factors influencing the same in the Sultanate of Oman. The initial section of the paper builds the case for investigating HRM practices in the Omani context. This is followed by an analysis of the background information and aspects of social environment of the Sultanate of Oman along with key national initiatives that are likely to influence the take-up and endorsement of HRM in Oman. Next, research evidence in support of key issues related to management of human resources is presented, and conclusions are drawn by analysing the significance of the reported findings. This is done by considering the current situation in Oman and by assessing key challenges for the future.

Handbook of research in comparative human resource management

This unique and path-breaking Handbook explores the issue of comparative Human Resource Management (HRM) and challenges the notion that there can be a 'one best way' to manage HRM. The Handbook of Research on Comparative Human Resource Management provides a theoretical, practical and regional analysis of comparative HRM. This book, edited by two specialists on comparative HRM and written by leading experts on each topic and from each region, explores the range of different approaches to conceptualising HRM, and highlights HRM policy and practice that occur in the various regions of the world. As such, the volume provides a challenge to the typical assumption that there are consistent problems in managing human resources around the globe that call for standardised solutions. Instead, the contributors emphasise the importance of institutional and cultural factors that make HRM a most context-sensitive management task. Offering a comprehensive view for readers with different interests, this insightful Handbook will prove to be an essential resource for academics, researchers and postgraduate students in international business, business administration, HRM, socio-economics and cross-cultural management. Practitioners interested in the cultural aspects of HRM will also find this Handbook invaluable.

International human resource management

Over the last two decades, international human resource management (IHRM) has evolved into an important field of research, teaching and practice. Until recently the focus of IHRM was on how to best manage human resources (HRs) in the multinational enterprise; however, IHRM has now evolved to incorporate two more perspectives, cross-cultural HRM and comparative HRM. Significant developments are taking place in the corporate world which have serious implications for IHRM. These include globalization, increasing foreign direct investments into emerging markets, growing intensity of cross-border alliances, growth of multinationals from emerging markets (such as China and India), increasing movement of people around the globe and an increasing trend in business process outsourcing to new economies. This emerging global economic scenario is creating immense opportunities for IHRM students and researchers. International Human Resource Management brings together articles which highlight the historical evolution of IHRM, discuss the contemporary issues and make projections for further developments in the field. The articles have been selected and arranged into sections in a way to help the reader better understand the developments in the field from different perspectives.

Human aquaporins:regulators of transcellular water flow

Background - Emerging evidence supports the view that (AQP) aquaporin water channels are regulators of transcellular water flow. Consistent with their expression in most tissues, AQPs are associated with diverse physiological and pathophysiological processes. Scope of review - AQP knockout studies suggest that the regulatory role of AQPs, rather than their action as passive channels, is their critical function. Transport through all AQPs occurs by a common passive mechanism, but their regulation and cellular distribution varies significantly depending on cell and tissue type; the role of AQPs in cell volume regulation (CVR) is particularly notable. This review examines the regulatory role of AQPs in transcellular water flow, especially in CVR. We focus on key systems of the human body, encompassing processes as diverse as urine concentration in the kidney to clearance of brain oedema. Major conclusions - AQPs are crucial for the regulation of water homeostasis, providing selective pores for the rapid movement of water across diverse cell membranes and playing regulatory roles in CVR. Gating mechanisms have been proposed for human AQPs, but have only been reported for plant and microbial AQPs. Consequently, it is likely that the distribution and abundance of AQPs in a particular membrane is the determinant of membrane water permeability and a regulator of transcellular water flow. General significance - Elucidating the mechanisms that regulate transcellular water flow will improve our understanding of the human body in health and disease. The central role of specific AQPs in regulating water homeostasis will provide routes to a range of novel therapies. This article is part of a Special Issue entitled Aquaporins.

Senior management leadership, social support, job design and stressor-to-strain relationships in hospital practice

Purpose: The purpose of this paper is to examine the effect of the quality of senior management leadership on social support and job design, whose main effects on strains, and moderating effects on work stressors-to-strains relationships were assessed. Design/methodology/approach: A survey involving distribution of questionnaires was carried out on a random sample of health care employees in acute hospital practice in the UK. The sample comprised 65,142 respondents. The work stressors tested were quantitative overload and hostile environment, whereas strains were measured through job satisfaction and turnover intentions. Structural equation modelling and moderated regression analyses were used in the analysis. Findings: Quality of senior management leadership explained 75 per cent and 94 per cent of the variance of social support and job design respectively, whereas work stressors explained 51 per cent of the variance of strains. Social support and job design predicted job satisfaction and turnover intentions, as well as moderated significantly the relationships between quantitative workload/hostility and job satisfaction/turnover intentions. Research limitations/implications: The findings are useful to management and to health employees working in acute/specialist hospitals. Further research could be done in other counties to take into account cultural differences and variations in health systems. The limitations included self-reported data and percept-percept bias due to same source data collection. Practical implications: The quality of senior management leaders in hospitals has an impact on the social environment, the support given to health employees, their job design, as well as work stressors and strains perceived. Originality/value: The study argues in favour of effective senior management leadership of hospitals, as well as ensuring adequate support structures and job design. The findings may be useful to health policy makers and human resources managers. © Emerald Group Publishing Limited.

Handbook of human resource management in emerging markets

Bringing together a diverse set of key HRM themes such as talent management, global careers and employee engagement, this remarkably wide ranging work on managing human resources in more than 20 emerging markets is written by world-leading experts in HRM in emerging markets and based on leading-edge research and practice.

Human resource management in China and India

The first decade of the twenty-first century has witnessed further growth in emerging markets, which is significantly influencing the global economic landscape. For the first time in almost two hundred years, it is in this decade that the emerging economies have caught up with, and raced ahead of, the developed ones in terms of gross domestic product. This is a trend that is likely to continue for some time as many of the developed economies struggle to recover from the global financial crisis. In particular, China and India as two fast growing economies are significantly contributing to the world economic growth and are the flag bearers of this transformation. Acknowledged as favourite destinations for global manufacturing (China) and services (India) related outsourcing, both nations offer huge growth opportunities in most products and services. However, in order to sustain their phenomenal economic growth of the past decades, both countries are facing a number of challenges to their human resource management (HRM). From a macro perspective, these issues tend to appear similar (e.g., attraction and retention of talent), but given the significant sociocultural, institutional, political, legal and other differences between the two nations, the logics underpinning the approaches to managing human resources issues appear somewhat different. This chapter therefore aims to highlight the key forces determining the nature of HRM in China and India. The chapter consists of three main sections, in addition to the Introduction and Conclusions.