Domínios do café: ferrovias, exportação e mercado interno em São Paulo (1888-1917)

Não obstante o peso decisivo das receitas geradas pelo café para os balanços financeiros das ferrovias paulistas entre 1888 e 1917, e a centralidade da atividade cafeeira na economia paulista de então, discute-se neste artigo a especialização relativa ao nível da produção verificada em São Paulo e a questão dos fretes das ferrovias neste cenário. Parte-se da ideia de que a cafeicultura, em seu desenvolvimento, demandava a diversificação de culturas agrícolas, pois as unidades básicas de produção - as fazendas de café - não se caracterizavam unicamente pela monocultura, sendo que os nexos entre uma produção voltada à exportação e outra voltada ao mercado interno davam-se nas relações de trabalho estabelecidas entre contratantes e contratados, e nas formas pelas quais os fazendeiros expropriavam aqueles que se subordinavam aos seus interesses. Verifica-se no caso estudado o aumento simultâneo das quantidades de café e de alimentos transportadas e transacionadas pela Cia. Mogiana nos marcos da periodização proposta; porém, percebe-se estreita dependência em relação à receita gerada pelo transporte de café. Aponta-se, ainda, a especialização absoluta ao nível do crédito e da circulação (transportes) que caracterizavam este complexo econômico.

Crédito e pequena cafeicultura no oeste paulista: Franca/SP 1890-1914

This article turns on the importance of the small coffee production in the coffee complex economy between 1890 and 1914. We argue here the relations of work, the forms of financing and the way as the small coffee production inserts itself in this universe. We use as priority sources the employment contracts that involved the formation and/or the treatment of coffee trees and the Writes of mortgage debts, both recorded in Notarial Books, documents not used by historiography in a systematical way. We turns our look for a region marked predominantly for small and the middle producing farms of coffee, observing the dynamics of the accumulation in a period of expansion and crisis of the coffee economy.

Anônimas da história: relações de trabalho e atuação política de sapateiras entre as décadas de 1950 e 1980 (Franca-SP)

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)

Relações de trabalho na atividade industrial de Rio Claro (SP): uma contribuição ao estudo do processo global de reestruturação produtiva da indústria

Pós-graduação em Geografia - IGCE

O capital ganha asas: reestruturação produtiva no setor aeroespacial brasileiro : o caso da EMBRAER

Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq)

Dinâmica e desenvolvimento da agricultura familiar: o caso da Vila Amélia, Breves/Pará

Analisa-se, a partir do diagnóstico sócio-ambiental da comunidade de Vila Amélia, no rio Mapuá município de Breves/PA, as redes de relações estabelecidas historicamente entre trabalhadores agroextrativistas e patrões (comerciantes e empresários/proprietários de terra) e as conseqüências desse modelo de interação social para a atual configuração do cenário sócio-político-ambiental nessa comunidade. Parte-se do pressuposto de que a compreensão dessas relações é uma condição sine qua non para se pensar outros modelos de desenvolvimento menos predatórios, menos autoritários e mais socialmente responsáveis. Enfatiza-se aqui algumas questões relacionadas à conservação e à sustentabilidade dos meios produtivos e às desiguais relações de trabalho e controle da terra, focalizando a lógica predominantemente familiar das atividades como um elemento de importância capital no funcionamento dos sistemas agroextrativistas. Partindo da dinâmica de ocupação da região e das características dos núcleos familiares, a pesquisa aponta indicativos para se compreender a ambígua relação de dependência manifestada pelos trabalhadores agroextrativistas e sua resistência à discussão da proposta de desenvolvimento sustentável apresentada pela empresa Ecomapuá. Discute, ainda, possibilidades de superação dessa relação pela organização sócio-política, fator essencial para a construção de toda e qualquer proposição de desenvolvimento que pretenda envolver, de fato, as populações locais como sujeito de seu próprio processo histórico, com objetivos, desejos, aspirações e sonhos que é preciso considerar.

Health, sleep and lack of time: relations to domestic and paid work in nurses

OBJECTIVE: To assess whether reported morbidity and complaints of lack of time and sleep are associated with the burden of professional work and housework among nurses. METHODS: A cross-sectional exploratory study was carried out among female nurses and nurse assistants (N=206) of a public hospital in Rio de Janeiro, Brazil. Data were collected by means of a questionnaire. The prevalence ratio and 95% confidence intervals were estimated. RESULTS: Mean duration of professional work and housework time was 40.4 and 31.6 hours/week, respectively. Long professional working time (over 44 hours/week) were associated with mild emotional disorders (PR=1.37; 95% CI: 1.05-1.80), complaints of lack of time for resting/leisure (PR=1.61; 95% CI: 1.31-1.97), housework (PR=1.48; 95% CI: 1.12-1.97), and childcare (PR=1.99; 95% CI: 1.51-2.63). Long housework time (over 28 hours/week) was associated with lower prevalence of lack of time for childcare (PR=0.62; 95% CI: 0.46-0.84). High housework load was associated with lack of personal time and complaints of varicose veins (PR=1.31; 95% CI: 1.14-1.50 and PR=1.31; 95% CI: 1.08-1.58, respectively). Complaints of varicose veins were also frequent among female nurses with a total work load above 84 hours (PR=1.30; 95% CI: 1.05-1.61), though this group has shown a lower prevalence of arterial hypertension and recurrent headaches (PR=0.35; 95% CI: 0.15-0.83 and PR=0.53; 95% CI: 0.32-0.89, respectively). CONCLUSIONS: Results suggest that both professional and home environments are relevant in the evaluation of work overload on nurses' health and their family and social life. It is stressed the need for instruments for analyzing total workload among female populations.

Teachers Formation in Higher Education: Some Aspects under the Light of Education-Work Relations

This text is mainly aimed to address essential aspects of teacher formation in the light of education-work relations in the higher education, from our systematic experience in higher education teaching, particularly teaching and research in the field of Didactics discipline. This formulation is justified considering our concern in seeking to situate this discussion in the context of bringing together knowledge areas and the field of teaching knowledge. Still, our choice to develop such an approach in the light of work-education relationship is due to the belief about the possibilities of seeking to overcome the requirements imposed by capitalism to our educational system, within the possible contradictions of these relationships. In this context the teachers’ formation in higher education gains social and strategic importance, taking on the task of forming individuals of “action-reflection-action” in a society established historically based on the social relations which settle in the light of capital’s multiple determinations. It appears that, in this sense, the major confrontations have been given within the discussions about what to prioritize or combine in the list of criteria and content for teacher’s formation. In Didactic, we seek to emphasize discussions that we consider with a philosophical background, referring to the orientation of teaching practice in knowledge of contemporary ideological struggle; socio-historical, referring to the possibility of formation of disciplines, among them Didactic, and curriculums and references to support its guidance in the process of teacher’s formation. This context of discussion is based on the concrete teaching practice with a view to transformation and to search for new syntheses in terms of knowledge and in terms of historical reality. Then therefore, our methodological approach grounded in the dimensions of the same unit: historical materialism as posture, method and as praxis.

Parts, places, and perspectives : a theory of spatial relations based an mereotopology and convexity

This thesis suggests to carry on the philosophical work begun in Casati's and Varzi's seminal book Parts and Places, by extending their general reflections on the basic formal structure of spatial representation beyond mereotopology and absolute location to the question of perspectives and perspective-dependent spatial relations. We show how, on the basis of a conceptual analysis of such notions as perspective and direction, a mereotopological theory with convexity can express perspectival spatial relations in a strictly qualitative framework. We start by introducing a particular mereotopological theory, AKGEMT, and argue that it constitutes an adequate core for a theory of spatial relations. Two features of AKGEMT are of particular importance: AKGEMT is an extensional mereotopology, implying that sameness of proper parts is a sufficient and necessary condition for identity, and it allows for (lower- dimensional) boundary elements in its domain of quantification. We then discuss an extension of AKGEMT, AKGEMTS, which results from the addition of a binary segment operator whose interpretation is that of a straight line segment between mereotopological points. Based on existing axiom systems in standard point-set topology, we propose an axiomatic characterisation of the segment operator and show that it is strong enough to sustain complex properties of a convexity predicate and a convex hull operator. We compare our segment-based characterisation of the convex hull to Cohn et al.'s axioms for the convex hull operator, arguing that our notion of convexity is significantly stronger. The discussion of AKGEMTS defines the background theory of spatial representation on which the developments in the second part of this thesis are built. The second part deals with perspectival spatial relations in two-dimensional space, i.e., such relations as those expressed by 'in front of, 'behind', 'to the left/right of, etc., and develops a qualitative formalism for perspectival relations within the framework of AKGEMTS. Two main claims are defended in part 2: That perspectival relations in two-dimensional space are four- place relations of the kind R(x, y, z, w), to be read as x is i?-related to y as z looks at w; and that these four-place structures can be satisfactorily expressed within the qualitative theory AKGEMTS. To defend these two claims, we start by arguing for a unified account of perspectival relations, thus rejecting the traditional distinction between 'relative' and 'intrinsic' perspectival relations. We present a formal theory of perspectival relations in the framework of AKGEMTS, deploying the idea that perspectival relations in two-dimensional space are four-place relations, having a locational and a perspectival part and show how this four-place structure leads to a unified framework of perspectival relations. Finally, we present a philosophical motivation to the idea that perspectival relations are four-place, cashing out the thesis that perspectives are vectorial properties and argue that vectorial properties are relations between spatial entities. Using Fine's notion of "qua objects" for an analysis of points of view, we show at last how our four-place approach to perspectival relations compares to more traditional understandings.

The role of just world beliefs and justice perceptions in explaining undesirable attitudes and behaviors at work

Perceiving injustice is a key antecedent of a large range of undesirable employee attitudes and behaviors at work. For example, research has shown that employees who perceive their workplace as unfair are less satisfied, less committed and engage in more counterproductive behaviors. In this study, we suggest that justice motives like the belief in a just world (BJW) contribute to explaining relations between justice perceptions and undesirable behaviors. Specifically, we propose that individual differences in BJW (i.e, the belief that the world is just, where everyone is rewarded for his or her behavior) are related to work-related behaviors and attitudes by coloring perceptions of workplace fairness. We investigated our hypotheses in a survey study with 176 employees of various organizations (36% women; mean tenure 12.3 yeares). Results showed that after controlling for other influencing factors (e.g., neuroticism) BJW was negatively related to self-reported work deviant behaviors and to cynical, disillusioned attitudes toward the current job. Moreover, BJW was positively related to overall job satisfaction. Consistent with our expectations, relations of BJW with deviant behaviors and with attitudes were mediated by perceptions of interactional and procedural justice. These results suggest extending models of justice and deviance by including motives such as BJW.

Is Transnational Private Regulation Potentially an Effective Means of Promoting Collective Industrial Relations?

This paper asks whether collective industrial relations can be promoted by means other than seeking change in public policy. Recent research points to the increasing significance of transnational private regulation (TPR) in developing economies. There is an emerging consensus that market incentives to improve wages and conditions of work can have a modest positive effect on measurable outcomes like hours of work, and health and safety. However, it appears that TPR has little impact on the capacity of workers to pursue such improvements for themselves via collective action. The paper takes a closer look at the potential of TPR to enhance worker voice and participation. It argues that this potential cannot be properly evaluated without understanding how local actors mobilise the social and political resources that TPR provides. The case studies presented show how different TPR schemes have been used by unions in Africa as a means to pursue the interests of members. The authors found that the scale of the impact of TPR in all of the contexts studied depended almost entirely on the existing capacities and resources of the unions involved. TPR led to the creation of collective industrial relations processes, or helped unions to ensure that certain enterprises participated in existing industrial relations processes, but did virtually nothing to enhance the political and organisational capacity of the unions to influence the outcomes of those processes in terms of wages and conditions of employment. The paper concludes that the potential of TPR to promote the emergence of collective industrial relations systems is very low.

The effects of social networks on work-team effectiveness

This is a study of team social networks, their antecedents and outcomes. In focusing attention on the structural configuration of the team this research contributes to a new wave of thinking concerning group social capital. The research site was a random sample of Finnish work organisations. The data consisted of 499 employees in 76 teams representing 48 different organisations. A systematic literature review and quantitative methods were used in conducting the research: the former primarily to establish the current theoretical position on the relationships among the variables and the latter to test these relationships. Social network analysis was the primary method used in identifying the social-network relations among the work-team members. The first and key contribution of this study is that it relates the structuralnetwork properties of work teams to behavioural outcomes, attitudinal outcomes and, ultimately, team performance. Moreover, it shows that addressing attitudinal outcomes is also important in terms of team performance; attitudinal outcomes (team identity) mediated the relationship between the team’s performance and its social network. The second contribution is that it examines the possible antecedents of the social structure. It is thus one response to Salancik’s (1995) call for a network theory in that it explains why certain network characteristics exist. Itdemonstrates that irrespective of whether or not a team is heterogeneous in terms of age or gender, educational diversity may protect it from centralisation. However, heterogeneity in terms of gender turned out to have a negative impact on density. Thirdly, given the observation that the benefits of (team) networks are typically theorised and modelled without reference to the nature of the relationships comprising the structure, the study directly tested whether team knowledge mediated the effects of instrumental and expressive network relationships on team performance. Furthermore, with its focus on expressive networks that link the workplace to a more informal world, which have been rather neglected in previous research, it enhances knowledge of teams andnetworks. The results indicate that knowledge sharing fully mediates the influence of complementarities between dense and fragmented instrumental network relationships, thus providing empirical validation of the implicit understanding that networks transfer knowledge. Fourthly, the study findings suggest that an optimal configuration of the work-team social-network structure combines both bridging and bonding social relationships.

Child care by choice or by default? : examining the experiences of unregulated home-based child care for women in paid work and training

This thesis aims to uncover the dynamics, causes and outcomes of women's reliance on unregulated home-based child care in Ontario, Canada, and the implications ofthis form of care for women's equality. Drawing on a longitudinal qualitative study, I examine the diverse experience of 14 women using home-based child care and engaged in both paid work/training and care work for children under the age of six, and draw comparisons with users of other forms of child care. I argue that home-based child care involves high levels of instability for continuity of care and is chosen largely as a default position based on economic considerations. It represents a compromise between the demands of social reproduction and paid work/training that entangles mothers in relations of exploitation with care providers. Doing so leaves both mothers and care providers socially and economically vulnerable and relying on social networks to fill in the gaps.

Work design and conflict in the workplace : the moderating effect of personality

La présente recherche a pour objectif d’étudier les effets que peuvent exercer la conception du travail sur le type de conflit qui émerge en milieu de travail. La notion de conception du travail se divise en trois dimensions, soit les caractéristiques reliées à la tâche, les caractéristiques reliées aux connaissances et les caractéristiques sociales. Ces dimensions sont mises en relation avec les deux types de conflit en milieu de travail, soit le conflit relié à la tâche et le conflit relié à la relation. Cette recherche vise également à vérifier l’effet modérateur des traits de personnalités sur les relations entre les dimensions de la conception du travail et celles du conflit en milieu de travail. Cette recherche est basée sur 473 participants qui occupent un emploi rémunéré et qui ont vécu une situation de conflit en milieu de travail allant jusqu’à 6 mois avant la période de sondage, allant du 14 au 18 janvier 2012. Les résultats indiquent qu’il n’y a pas de relations particulières entre la conception du travail et le type de conflit en milieu de travail. En ce qui a trait aux effets des traits de personnalité, les résultats indiquent que ces variables n’ont aucuns effets modérateurs sur la relation entre la conception du travail et le type de conflit en milieu de travail. Globalement, les résultats ne démontrent aucune relation entre la conception du travail et les types de conflit en milieu de travail, ou les effets modérateurs que les traits de personnalités peuvent avoir sur ces relations.

The role of leader-member exchanges in mediating the relationship between locus of control and work reactions

The relationship between locus of control, the quality of exchanges between subordinates and leaders (LMX), and a variety of work-related reactions (intrinsic/extrinsic job satisfaction, work-related well-being, and organizational commitment) are examined. It was predicted that people with an internal locus of control develop better quality relations with their manager and this, in turn, results in more favourable work-related reactions. Results from two different samples (N = 404, and N = 51) supported this prediction, and also showed that LMX either fully, or partially, mediated the relationship between locus of control and all the work-related reactions.