1000 resultados para stress des soignants
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The reef levels of the gulf of Skoura belong to the reef formation of the Upper Miocene of the South-Rifan straits. A detailed analysis of the vertical distribution of various forms of colonies has led to the establishment of precise coral morphologies zonation. This palaeoecological approach leads us to distinguish between two environments in the Skoura gulf, probably corresponding to two reef episodes. The palaeogeographical implications (relationships between the Atlantic ocean and the Mediterranean sea) will be pointed out.
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The Aquitaine Basin (southwestern France) is known since long ago for its richness in marine miocene deposits of various facies. A few stratotypes concerning this period have been described in the investigated area. The stratigraphical framework has been recently revised and the study of new exposures completes our knowledge on these levels. In the present work, the authors produce a biostratigraphical distribution of about 160 species (larger and smaller foraminifera), found in the surface exposures of Aquitaine, from the topmost Oligocene (Chattian) through to Middle Miocene (including Serravallian). As a rule, the common species without significant ranges have not bcen mentioned. The microfaunas of several exposures have been thoroughly revised, which has allowed to precise the distribution of many species and induced a few modifications of the results previously produced. Synonymy problems and new taxonomical revisions have been taken into account. Of course, this work will be probably submitted to some changes according to new research on the already known exposures or other more recently discovered.
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Dissertao para obteno do grau de Mestre em Msica - Interpretao Artstica. Especialidade: Piano
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Objectives - To identify occupational stressors and coping resources in a group of physiotherapists, and to analyse interactions between subjective levels of stress, efficacy in stress resolution and coping resources used by these professionals. Design - A sample of 55 physiotherapists working in three general hospitals in Portugal completed the Coping Resources Inventory for Stress, the Occupational Stressors Inventory and two subjective scales for stress and stress resolution. Main results - Most physiotherapists perceived that they were moderately stressed (19/55, 35%) or stressed (20/55, 36%) due to work, and reported that their efficacy in stress resolution was moderate (25/54, 46%) or efficient (23/54, 42%). Issues related to lack of professional autonomy, lack of organisation in the hierarchical command chain, lack of professional and social recognition, disorganisation in task distribution and interpersonal conflicts with superiors were identified as the main sources of stress. The most frequently used coping resources were social support, stress monitoring, physical health and structuring. Perceived efficacy in stress resolution was inversely related to perceived level of occupational stress (r = 0.61, P < 0.01). Significant correlations were found between several coping resources and the perceived level of stress and efficacy in stress resolution. Associations between problem solving, cognitive restructuring and stress monitoring and both low levels of perceived stress and high levels of perceived efficacy were particularly strong. Implications for practice - The importance of identifying stressors and coping resources related to physiotherapists occupational stress, and the need for the development of specific training programmes to cope with stress are supported.
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Resumo Poltica(s) de sade no trabalho: um inqurito sociolgico s empresas portuguesas A literatura portuguesa sobre polticas, programas e actividades de Segurana, Higiene e Sade no Trabalho (abreviadamente, SH&ST) ainda escassa. Com este projecto de investigao pretende-se (i) colmatar essa lacuna, (ii) melhorar o conhecimento dos sistemas de gesto da sade e segurana no trabalho e (iii) contribuir para a proteco e a promoo da sade dos trabalhadores. Foi construda uma tipologia com cinco grupos principais de polticas, programas e actividades: A (Higiene & Segurana no Trabalho / Melhoria do ambiente fsico de trabalho); B (Avaliao de sade / Vigilncia mdica / Prestao de cuidados de sade); C (Preveno de comportamentos de risco/ Promoo de estilos de vida saudveis); D (Intervenes a nvel organizacional / Melhoria do ambiente psicossocial de trabalho); E (Actividades e programas sociais e de bem-estar). Havia uma lista de mais de 60 actividades possveis, correspondendo a um ndice de realizao de 100%. Foi concebido e desenhado, para ser auto-administrado, um questionrio sobre Poltica de Sade no Local de Trabalho. Foram efectuados dois mailings, e um follow-up telefnico. O trabalho de campo decorreu entre a primavera de 1997 e o vero de 1998. A amostra (n=259) considerada representativa das duas mil maiores empresas do pas. Uma em cada quatro uma multinacional. A taxa de sindicalizao rondava os 30% da populao trabalhadora, mas apenas 16% dos respondentes assinalou a existncia de representantes dos trabalhadores eleitos para a SH&ST. A hiptese de investigao principal era a de que as empresas com um sistema integrado de gesto da SH&ST seriam tambm as empresas com um (i) maior nmero de polticas, programas e actividades de sade; (ii) maior ndice de sade; (iii) maior ndice de realizao; e (iv) maior percentagem dos encargos com a SH&ST no total da massa salarial. As actividades de tipo A e B, tradicionalmente associadas SH&ST, representavam, s por si, mais de 57% do total. Os resultados, correspondentes s respostas da Seco C do questionrio, apontam, para (i) a hipervalorizao dos exames de medicina do trabalho; e por outro para (ii) o subaproveitamento de um vasto conjunto de actividades (nomeadamente as de tipo D e E), que so correntemente levadas a cabo pelas empresas e que nunca ou raramente so pensadas em termos de proteco e promoo da sade dos trabalhadores. As actividades e os programas de tipo C (Preveno de comportamentos de risco/Promoo de estilos de vida saudveis), ainda eram as menos frequentes entre ns, a seguir aos Programas sociais e de bem-estar (E). a existncia de sistemas de gesto integrados de SH&ST, e no o tamanho da empresa ou outra caracterstica sociodemogrfica ou tcnico-organizacional, que permite predizer a frequncia de polticas de sade mais activas e mais inovadores. Os trs principais motivos ou razes que levam as empresas portuguesas a investir na proteco e promoo da sade dos seus trabalhadores eram, por ordem de frequncia, (i) o absentismo em geral; (ii) a produtividade, qualidade e/ou competitividade, e (iii) a filosofia de gesto ou cultura organizacional. Quanto aos trs principais benefcios que so reportados, surge em primeiro lugar (i) a melhoria da sade dos trabalhadores, seguida da (ii) melhoria do ambiente do ambiente de trabalho e, por fim, (iii) a melhoria da produtividade, qualidade e/ou competitividade.Quanto aos trs principais obstculos que se pem, em geral, ao desenvolvimento das iniciativas de sade, eles seriam os seguintes, na percepo dos respondentes: (i) a falta de empenho dos trabalhadores; (ii) a falta de tempo; e (iii) os problemas de articulao/ comunicao a nvel interno. Por fim, (i) o empenho das estruturas hierrquicas; (ii) a cultura organizacional propcia; e (iii) o sentido de responsabilidade social surgem, destacadamente, como os trs principais factores facilitadores do desenvolvimento da poltica de sade no trabalho. Tantos estes factores como os obstculos so de natureza endgena, susceptveis portanto de controlo por parte dos gestores. Na sua generalidade, os resultados deste trabalho pem em evidncia a fraqueza tericometodolgica de grande parte das iniciativas de sade, realizadas na dcada de 1990. Muitas delas seriam medidas avulsas, que se inserem na gesto corrente das nossas empresas, e que dificilmente podero ser tomadas como expresso de uma poltica de sade no local de trabalho, (i) definida e assumida pela gesto de topo, (ii) socialmente concertada, (iii) coerente, (iv) baseada na avaliao de necessidades e expectativas de sade dos trabalhadores, (v) divulgada, conhecida e partilhada por todos, (vi) contingencial, flexvel e integrada, e, por fim, (vii) orientada por custos e resultados. Segundo a Declarao do Luxemburgo (1997), a promoo da sade engloba o esforo conjunto dos empregadores, dos trabalhadores, do Estado e da sociedade civil para melhorar a segurana, a sade e o bem-estar no trabalho, objectivo isso que pode ser conseguido atravs da (i) melhoria da organizao e das demais condies de trabalho, da (ii) participao efectiva e concreta dos trabalhadores bem como do seu (iii) desenvolvimento pessoal. Abstract Health at work policies: a sociological inquiry into Portuguese corporations Portuguese literature on workplace health policies, programs and activities is still scarce. With this research project the author intends (i) to improve knowledge on the Occupational Health and Safety (shortly thereafter, OSH) management systems and (ii) contribute to the development of health promotion initiatives at a corporate level. Five categories of workplace health initiatives have been identified: (i) Occupational Hygiene and Safety / Improvement of Physical Working Environment (type A programs); (ii) Health Screening, Medical Surveillance and Other Occupational Health Care Provision (type B programs); (iii) Preventing Risk Behaviours / Promoting Healthy Life Styles (type C programs); (iv) Organisational Change / Improvement of Psycho-Social Working Environment (type D programs); and (v) Industrial and Social Welfare (type E programs). A mail questionnaire was sent to the Chief Executive Officer of the 1500 largest Portuguese companies, operating in the primary and secondary sectors ( 100 employees) or tertiary sector ( 75 employees). Response rate has reached about 20% (259 respondents, representing about 300 companies). Carried out between Spring 1997 and Summer 1998, the fieldwork has encompassed two direct mailings and one phone follow-up. Sample is considered to be representative of the two thousand largest companies. One in four is a multinational. Union membership rate is about 30%, but only 16% has reported the existence of a workers health and safety representative. The most frequent workplace health initiatives were those under the traditional scope of the OSH field (type A and B programs) (57% of total) (e.g., Periodical Medical Examinations; Individual Protective Equipment; Assessment of Working Ability). In SMEs (< 250) it was less likely to find out some time-consuming and expensive activities (e.g., Training on OSH knowledge and skills, Improvement of environmental parameters as ventilation, lighting, heating).There were significant differences in SMEs, when compared with the larger ones ( 250) concerning type B programs such as Periodical medical examinations, GP consultation, Nursing care, Other medical and non-medical specialities (e.g., psychiatrist, psychologist, ergonomist, physiotherapist, occupational social worker). With regard to type C programs, there were a greater percentage of programs centred on Substance abuse (tobacco, alcohol, and drug) than on Other health risk behaviours. SMEs representatives reported very few prevention- oriented programs in the field of Drug abuse, Nutrition, Physical activity, Off- job accidents, Blood pressure or Weight control. Frequency of type D programs included Training on Human Resources Management, Training on Organisational Behaviour, Total Quality Management, Job Design/Ergonomics, and Workplace rehabilitation. In general, implementation of this type of programs (Organisational Change / Improvement of Psychosocial Working Environment) is not largely driven by health considerations. Concerning Industrial and Social Welfare (Type E programs), the larger employers are in a better position than SMEs to offer to their employees a large spectrum of health resources and facilities (e.g., Restaurant, Canteen, Resting room, Transport, Infra-structures for physical activity, Surgery, Complementary social protection, Support to recreational and cultural activities, Magazine or newsletter, Intranet). Other workplace health promotion programs like Training on Stress Management, Employee Assistance Programs, or Self-help groups are uncommon in the Portuguese worksites. The existence of integrated OSH management systems, not the company size, is the main variable explaining the implementation of more active and innovative workplace health policies in Portugal. The three main prompting factors reported by employers for health protection and promotion initiatives are: (i) Employee absenteeism; (ii) Productivity, quality and/or competitiveness; and (iii) Corporate culture/management philosophy. On the other hand, (i) Improved staffs health, (ii) Improved working environment and (iii) Improved productivity, quality and/or competitiveness were the three main benefits reported by companies representatives, as a result of successful implementation of workplace health initiatives. (i) Lack of staff commitment; (ii) Lack of time; and (iii) Problems of co-operation and communication within company or establishment (iii) are perceived to be the main barriers companies must cope with. Asked about the main facilitating factors, these companies have pointed out the following ones: (i) Top management commitment; (ii) Corporate culture; and (iii) Sense of social responsibility. This sociological research report shows the methodological weaknesses of workplace health initiatives, carried out by Portuguese companies during the last 90s. In many cases, these programs and actions were not part of a corporate health strategy and policy, (i) based on the assessment of workers health needs and expectancies, (ii) advocated by the employer or the chief executive officer, (ii) planned and implemented with the staff consultation and participation or (iv) evaluated according to a cost-benefit analysis. In short, corporate health policy and action were still rather based on more traditional OSH approaches and should be reoriented towards Workplace Health Promotion (WHP) approach. According to the Luxembourg Declaration of Workplace Health Promotion in the European Union (1997), WHP is a combination of: (i) improving the work organisation and environment; (ii) promoting active participation; (iii) encouraging personal development.Rsume Politique(s) de sant au travail: une enqute sociologique aux entreprises portugaises Au Portugal on ne sait presque rien des politiques de sant au travail, adopts par les entreprises. Avec ce projet de recherche, on veut (i) amliorer la connaissance sur les systmes de gestion de la sant et de la scurit au travail et, au mme temps, (ii) contribuer au dveloppement de la promotion de la sant des travailleurs. Une typologie a t use pour identifier les politiques, programmes et actions de sant au travail: A. Amlioration des conditions de travail / Scurit au travail; B. Mdecine du travail /Sant au travail; C. Prvention des comportements de risque / Promotion de styles de vie sains; D. Interventions organisationnelles / Amlioration des facteurs psychosociaux au travail; E. Gestion de personnel et bien-tre social. Un questionnaire postal a t envoy au reprsentant maximum des grandes entreprises portugaises, industrielles ( 100 employs) ou des services ( 75 employs). Le taux de rponse a t environ 20% (259 rpondants, concernant trois centaines dentreprises et dtablissements). La recherche de champ, conduite du printemps 1997 lt 1998, a compris deux enqutes postales et un follow-up tlphonique. Lchantillon est reprsentatif de la population des deux miles plus grandes entreprises. Un quart sont des multinationales. Le taux de syndicalisation est denviron 30%. Toutefois, il y a seulement 16% de lieux de travail avec des reprsentants du personnel pour la sant et scurit au travail. Les initiatives de sant au travail les plus communes sont celles concernant le domaine plus traditionnel (types A et B) (57% du total): par exemple, les examens de mdecine du travail, lquipement de protection individuelle, les tests daptitude au travail. En ce qui concerne les programmes de type C, les plus frquents sont le contrle et la prvention des addictions (tabac, alcool, drogue). Les interventions dans le domaine de du systme technique et organisationnelle du travail peuvent comprendre les courses de formation en gestion de ressources humaines ou en psychosociologie des organisations, lergonomie, le travail post ou la gestion de la qualit totale. En gnral, la protection et la promotion de la sant des travailleurs ne sont pas prises en considration dans limplmentation des initiatives de type D. Il y a des diffrences quand on compare les grandes entreprises et les moyennes en matire de politique de gestion du personnel e du bien-tre (programmes de type E, y compris lallocation de ressources humaines ou logistiques comme, par exemple, restaurant, journal dentreprise, transports, installations et quipements sportifs). Dautres activits de promotion de la sant au travail comme la formation en gestion du stress, les programmes d assistance aux employs, ou les groupes de soutien et dauto-aide sont encore trs peu frquents dans les entreprises portugaises. Cest le systme intgr de gestion de la sant et de la scurit au travail, et non pas la taille de lentreprise, qui aide prdire lexistence de politiques actives et innovatrices dans ce domaine. Les trois facteurs principaux qui encouragent les actions de sant (prompting factors, en anglais) sont (i) labsentisme (y compris la maladie), (ii) les problmes lis la productivit, qualit et/ou la comptitivit, et aussi (iii) la culture de lentreprise/philosophie de gestion. Du cot des bnfices, on a obtenu surtout lamlioration (i) de la sant du personnel, (ii) des conditions de travail, et (iii) de la productivit, qualit et/ou comptitivit.Les facteurs qui facilitent les actions de sant au travail sont (i) lengagement de la direction, (ii) la culture de lentreprise, et (iii) le sens de responsabilit sociale. Par contre, les obstacles surmonter, selon les organisations qui ont rpondu au questionnaire, seraient surtout (i) le manque dengagement des travailleurs et de leur reprsentants, (ii) le temps insuffisant, et (iii) les problmes de articulation/communication au niveau interne de lentreprise/tablissement. Ce travail de recherche sociologique montre la faiblesse mthodologique des services et activits de sant et scurit au travail, mis en place par les entreprises portugaises dans les annes de 1990, la suite des accords de concertation sociale de 1991. Dans beaucoup de cas, (i) ces politiques de sant ne font pas partie encore dun systme intgr de gestion, (ii) il na pas dvaluation des besoins et des expectatives des travailleurs, (iii) cest trs bas ou inexistant le niveau de participation du personnel, (iv) on ne fait pas danalyse cot-bnfice. On peut conclure que les politiques de sant au travail sont plus proches de la mdecine du travail et de la scurit au travail que de la promotion de la sant des travailleurs. Selon la Dclaration du Luxembourg sur la Promotion de la Sant au Lieu de Travail dans la Communaut Europenne (1997), celle-ci comprend toutes les mesures des employeurs, des employs et de la socit pour amliorer l'tat de sant et le bien tre des travailleurs e ceci peut tre obtenu par la concentration des efforts dans les domaines suivants: (i) amlioration de l'organisation du travail et des conditions de travail ; (ii) promotion d'une participation active des collaborateurs ; (iii) renforcement des comptences personnelles .
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Dissertao apresentada na Faculdade de Cincias e Tecnologia da Universidade Nova de Lisboa para a obteno do grau de Mestre em Engenharia Biomdica. A presente dissertao foi desenvolvida no Erasmus Medical Center em Roterdo, Holanda
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Cahiers d'ethnomusicologie, V.22, pp. 223-237
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O presente artigo tem como objetivo apresentar uma grelha de planificao da interveno facilitadora do desenvolvimento de prticas pedaggicas inclusivas. Para o efeito, procedeu-se a uma reviso da literatura centrada nos conceitos de Educao Inclusiva e de Desenho Universal para a Aprendizagem (Universal Design for Learning), a qual permitiu identificar e fundamentar a pertinncia das dimenses a considerar na planificao da interveno pedaggica, de modo a assegurar o acesso, a participao e o sucesso de todos os alunos. Com a apresentao da grelha de planificao da interveno pedaggica pretende-se, em ltima anlise, sublinhar a necessidade e a importncia de desenvolver processos de planificao que disponibilizem formas diversificadas de motivao e envolvimento dos alunos, que equacionem mltiplos processos de apresentao dos contedos a aprender e, por ltimo, que possibilitem a utilizao de diversas formas de ao e expresso por parte dos alunos.
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Les rapports complexes entre les diffrentes faons de faire circuler les ides et les informations ne datent pas de nos jours. A toutes les poques, les messages qui circulent emploient toutes sortes de vhicules et de langages, trs souvent complmentaires. Ces vhicules et ces langages n'ont peut-tre rien d'extraordinaire. Ils appartiennent au monde des gestes de tous les jours, des gestes qui se rptent et dont la rptition est elle-mme importante pour la construction du sens de chaque message. Ces gestes qui sont rpts, qui sont attendus et qui sont reconnus incluent des sons, des images, des comportements, des mots, ou des citations. Il y a donc un rapport qui s'y tablit entre rptition et nouveaut, rapport dans lequel la rptition fournit chaque fois une nouvelle information, mme si elle est dj attendue, tandis que leur absence peut reprsenter l'anxit, ou mme le scandale.
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Thse pour obtenir le grade de DOCTEUR DE L' UNIVERSIT PARIS XII, Discipline: Urbanisme Amnagement
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The existence of molecular mechanisms of response, repair and adaptation, many of which are greatly conserved across nature, gives to the cell with the plasticity it requires to adjust to its ever-changing environment, a homeostatic event that is termed the stress response. In the budding yeast Saccharomyces cerevisiae there is a particular family of transcription factors, the Yap family, which has been shown to have a relevant role in yeast adaptation to several stress conditions. In particular, Yap1 is the major regulator of the transcriptional response to oxidative stress and Yap2 and Yap8 play important roles upon cadmium and arsenic exposure, respectively.(...)
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Introduction: University students are frequently exposed to events that can cause stress and anxiety, producing elevated cardiovascular responses. Repeated exposure to academic stress has implications to students success and well-being and may contribute to the development of long-term health problems. Objective: To identify stress levels and coping strategies in university students and assess the impact of stress experience in heart rate variability (HRV). Methods: 17 university students, 19-23 years, completed the University Students Stress Inventory, the Depression Anxiety Stress Scales and the Ways of Coping Questionnaire. Two 24h-Holter recordings were performed, on academic activity days, including one of them an exam situation. Results: Students tend to present moderate stress levels, and prefer problem-focused coping strategies in order to manage stress. Exam situations are perceived as significant stressors. Although we found no significant differences in HRV (SDNN), between days with and without an exam, we registered a lower SDNN score and a variation in heart rate (HR) related to exam situation (maximum HR peak at 10 minutes before the exam, and total HR recovery 20 minutes after the exam), reflecting sympathetic activation due to stress. Conclusions: These results suggest that academic events, especially those related to exam situations, are the cause of stress in university students, with implications at cardiovascular level, underlying the importance of interventions that help these students improve their coping skills and optimize stress management, in order to improve academic achievement and promote well-being and quality of life.
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Dissertao para obteno do Grau de Mestre em Contabilidade e Finanas Orientador: Mestre, Gabriela Pinheiro
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The reef levels of the gulf of skoura belong to the reef formation of the Upper Miocene of the South-Rifan straits. A detailed analysis of the vertical distribution of various forms of colonies has led to the establishment of precise coral morphologies zonation. This palaeoecological approach leads us to distinguish between two environments in the Skoura gulf, probably corresponding to two reef episodes. The palaeogeographical implications (relationships between the Atlantic ocean and the Mediterranean sea) will be pointed out.
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The Aquitaine Basin (southwestem France) is known since long ago for its richness in marine miocene deposits ofvarious facies. A few stratotypes concerning this period have bccn described in the investigated area. The stratigraphical framework has becn recently revised and the study of new exposures completes our knowledge on these levels. In the present work, the authors produce a biostratigraphical distribution of about 160 species (Iarger and smaller foraminifera), found in the surface exposures of Aquitaine, from the topmost Oligocene (Chattian) through to Middle Miocene (including Serravallian). As a rule, the common species without significant ranges have not bcen mentioned. The microfaunas of several exposures have been thoroughly revised, which has allowcd to precise the distribution of many species and induced a few modifications of the results previously produced. Synonymy problems and new taxonomical revisions have been taken into account. Of course, this work will be probably submitted to some changes according to new research on the already known exposures or other more recently discovered.
