Debilidades e potencialidades da estrutura de recursos humanos nos cuidados continuados na Santa Casa da Misericórdia dos Arcos de Valdevez - Vilagerações

Dissertação de mestrado em Sociologia (área de especialização em Organizações e Trabalho)

Conhecer, compreender e explorar a consultoria de recursos humanos : O caso da SDO

Mestrado em Gestão de Recursos Humanos

Reciprocal Relationships between Leader–Member Exchange (LMX) and Job Satisfaction: A Cross‐Lagged Analysis

While previous research has mainly emphasised the importance of leader–member exchange (LMX) to job satisfaction, there is a lack of research on reciprocal relationships between job satisfaction and LMX. In this study, we not only suggest that good LMX increases job satisfaction, but that job satisfaction can also enhance high-quality supervisor–employee relationships. A full cross-lagged panel analysis was used to test reciprocal relationships between LMX and job satisfaction. Employees (N= 279) of a large information technology company filled out questionnaires at two times, with a time lag of 3 months. In line with our predictions, findings revealed a positive relationship between LMX and job satisfaction both at Time 1 and Time 2. Moreover, LMX at Time 1 predicted the increase of job satisfaction at Time 2, and job satisfaction at Time 1 predicted the increase of LMX at Time 2. The results demonstrate the need to consider reciprocal relationships between job satisfaction and LMX when explaining employees' workplace outcomes. Our findings are discussed in terms of positive psychology theory.

Questions and answers relating to AWS and SCA survey job descriptions.

"January 1991."

Local job descriptions for two establishments in the malt liquor manufacturing industry : Malting Branch and Brewery Branch /

At head of title: Preliminary job study no. 5-113.

Staffing schedule and job analysis planning report.

Reprint. Originally published: 1945.

Job-exits and job-to-job transitions in the U.S. : an empirical analysis using SIPP /

Includes bibliographical references (p. 17).

Industry wage study. Appendix A-W. Job descriptions for wage studies.

A. Metalworking.--B. Mining.--C. Apparel.--D. Electric light and power and warehousing and storage.--E. Structural clay products.--F. Services.--G. Retail trade.--H. Footwear.--I. Bakeries.--J. Tobacco.--K. Paper and allied products.--L. Textiles.--M. Chemicals.--N. Furniture.--O. Candy and chocolates.--P. Leather tanning, currying and finishing.--Q. Meat products.--R. Gas utilities.--S. Wholesale drugs.--T. Glassware.--U. Mechanical rubber goods.--V. Copper alloying, rolling and drawing.--W. Lumber.

Affect networks:a structural analysis of the relationship between work ties and job-related affect

The relationship between organizational networks and employees' affect was examined in 2 organizations. In Study 1, social network analysis of work ties and job-related affect for 259 employees showed that affect converged within work interaction groups. Similarity of affect between employees depended on the presence of work ties and structural equivalence. Affect was also related to the size and density of employees' work networks. Study 2 used a 10-week diary study of 31 employees to examine a merger of 2 organizational divisions and found that negative changes in employees' affect were related to having fewer cross-divisional ties and to experiencing greater reductions in network density. The findings suggest that affect permeates through and is shaped by organizational networks.

Vezetőkkel szemben támasztott munkaerő-piaci kompetenciaelvárások a Heti Világgazdaság és a The Economist álláshirdetéseinek elemzése alapján (Job market competency requirements for managers on the basis of the analysis of job advertisements in the Heti Világgazdaság and The Economist)

A szervezet dolgozói között kiemelt fontosságúak a vezetők, hiszen döntéseikkel, működésükkel a szervezet életét közvetlenül, és sokszor hosszú távra befolyásolják. Annak a vállalatnak, mely megtartani, növelni szeretné piaci pozícióját, különös hangsúlyt kell fektetnie vezetőinek kiválasztására, a későbbiekben pedig fejlesztésére. A szerző cikkében azt mutatja be, hogy a közgazdászképzettséggel rendelkező vezetők iránti munkaerő-piaci kereslet (a HVG-hirdetések elemzése alapján) milyen minőségi jellemzőket mutatott 2000–2009 között. A szerző részletesen ismerteti az eredményeket, melyek értelmezéséhez a Spencer és munkatársai által kidolgozott kompetenciamodell saját továbbfejlesztett változatát használja fel. Kitekintés céljával a magyar eredmények mellett bemutatja, hogy egy más gazdasági struktúrával, kultúrával rendelkező országban hogyan alakultak a vezetőkkel szemben támasztott kompetencia-elvárások. Az eredmények – melyeket más hazai felmérések is alátámasztanak – azt tükrözik, hogy a magyar vezetőkkel szemben támasztott munkaerő-piaci kompetencia-elvárások eltérnek a szakmai várakozásoktól és élesen eltérő képet mutatnak a The Economist hirdetéselemzésének eredményétől. _________ The thesis that the most important factor which determines the competitiveness of future companies is the quality of human resources has received increasingly more emphasis in the literature on management. The managers of organizations have a key role since they can directly influence the life of the organization by their decisions and work, often for a long term. Therefore, a company which intends to maintain or improve its market position should place special emphasis on the selection, and later on the development of its managers. In the present paper the author presents the characteristic features of job market demand for managers with qualifications in economics between 2000 and 2009 (on the basis of the analysis of job advertisements published in the economic weekly paper Heti Világgazdaság). The author gives a detailed analysis of the results using the competence model developed by Spencer et al. and further developed by the author. In addition to the Hungarian results, the paper also provides an overview of how managers are selected in a country with a different economic structure and culture. The results – also supported by other surveys conducted in Hungary – demonstrate that the competence expectations of the job market for Hungarian managers fail to meet professional expectations; the picture is sharply different from what the analysis of job advertisements published in The Economist show, and the competence expectation changed very little, though quite strikingly, over the period under discussion.

The clothing industry as a globalized sector: implications for work organisation, quality of work and job content

The clothing sector in several countries is still seen, in many aspects as a traditional sector with some average characteristics, nevertheless is a very important sector in terms of labour market. Globalization and de-localization are having a strong impact in the organisation of work and in occupational careers. Very few companies are able to keep a position in the market without changes in organisation of work and workers, founding different ways to face this reality according to size, capital and position. We could find two main paths: one where companies outsource production to another territory, close and/ or dismissal the workers; other path, where companies up skilled their capacities. This paper will present some results from the European project WORKS – Work organisation and restructuring in the knowledge society (6th Framework Programme), focusing the Portuguese case studies in several clothing companies in a comparative analysis with some other European countrie

Land cover mapping analysis and urban growth modeling using remote sensing techniques

The rapid growth of big cities has been noticed since 1950s when the majority of world population turned to live in urban areas rather than villages, seeking better job opportunities and higher quality of services and lifestyle circumstances. This demographic transition from rural to urban is expected to have a continuous increase. Governments, especially in less developed countries, are going to face more challenges in different sectors, raising the essence of understanding the spatial pattern of the growth for an effective urban planning. The study aimed to detect, analyse and model the urban growth in Greater Cairo Region (GCR) as one of the fast growing mega cities in the world using remote sensing data. Knowing the current and estimated urbanization situation in GCR will help decision makers in Egypt to adjust their plans and develop new ones. These plans should focus on resources reallocation to overcome the problems arising in the future and to achieve a sustainable development of urban areas, especially after the high percentage of illegal settlements which took place in the last decades. The study focused on a period of 30 years; from 1984 to 2014, and the major transitions to urban were modelled to predict the future scenarios in 2025. Three satellite images of different time stamps (1984, 2003 and 2014) were classified using Support Vector Machines (SVM) classifier, then the land cover changes were detected by applying a high level mapping technique. Later the results were analyzed for higher accurate estimations of the urban growth in the future in 2025 using Land Change Modeler (LCM) embedded in IDRISI software. Moreover, the spatial and temporal urban growth patterns were analyzed using statistical metrics developed in FRAGSTATS software. The study resulted in an overall classification accuracy of 96%, 97.3% and 96.3% for 1984, 2003 and 2014’s map, respectively. Between 1984 and 2003, 19 179 hectares of vegetation and 21 417 hectares of desert changed to urban, while from 2003 to 2014, the transitions to urban from both land cover classes were found to be 16 486 and 31 045 hectares, respectively. The model results indicated that 14% of the vegetation and 4% of the desert in 2014 will turn into urban in 2025, representing 16 512 and 24 687 hectares, respectively.