Advanced manufacturing technology, work design, and performance:a change study

Two alternative work designs are identified for operators of stand-alone advanced manufacturing technology (AMT). In the case of specialist control, operators are limited to running and monitoring the technology, with operating problems handled by specialists, such as engineers. In the case of operator control, operators are given much broader responsibilities and deal directly with the majority of operating problems encountered. The hypothesis that operator control would promote better performance and psychological well-being than would specialist control (which is more prevalent) was tested in a longitudinal field study involving work redesign for operators of computer-controlled assembly machines. Change from specialist to operator control reduced downtime, especially for high-variance systems, and was associated with greater intrinsic job satisfaction and less perceived work pressure. The implications of these findings for both small and large-scale applications of AMT are discussed.

Le "métier" de parent : au-delà des compétences et des performances

Les livres et programmes sur la petite-enfance se multiplient et, de plus en plus, l’accent est mis autant par les experts que l’État sur les premières années de la vie de l’enfant. Le regard semble davantage posé sur les compétences des parents pour privilégier le développement cognitif et moteur de leur progéniture, avec l’objectif de pouvoir éviter à cette dernière des trajectoires considérées comme « déviantes ». Ce regard atteint cependant différemment les parents d’une même société. Alors qu’il s’adresse à un groupe restreint de parents ne stimulant peut-être pas assez leurs enfants de la manière promulguée par l’État, certains auteurs mettent de l’avant une tendance d’autres parents à surstimuler leur enfant (Corwin, 2006; Guthrie et Matthews, 2002; Duclos, 2006; Proulx, 2004; Elkind, 1983; Honoré, 2008; Rosenfeld et Wise, 2000). Pour d’autres encore, cette injonction de « produire » un enfant « compétent » s’ajoute à des stress déjà présents tels que la pauvreté ou la pression au travail. La tendance à surstimuler, surprogrammer ou surautonomiser les enfants dans le but de « produire » des enfants « compétents » est qualifiée d’hyper-parentage, de parentage excessif ou de surparentage et n’est pas sans rappeler la course à la performance étudiée pour les adultes par Ehrenberg (2001[1991]) ou de Gaulejac (2005). En suivant ce dernier auteur ou Perrenoud (2008), pour qui la tendance à gérer la famille comme une entreprise proviendrait d’une « contagion » du monde du travail, cette recherche porte sur le lien entre la manière dont les parents envisagent le cheminement de leur enfant et leur propre expérience de travail, en comparaison avec les discours des experts et de l’État.

La presión laboral tendenciosa (Mobbing)

El trabajo de investigación surge en el año 2001, ante la necesidad de hacer frente a una nueva realidad jurídica, el mobbing. Para ello fue decisivo el estudio de lo publicado (básicamente de ramas ajenas al Derecho) pero sobre todo las entrevistas con las víctimas de mobbing y sus asociaciones; este extremo, unido a la ausencia de un tratamiento internacional, obligó a un camino autodidacta para definir mobbing jurídicamente. La Tesis define mobbing como la presión laboral tendente a la autoeliminación de un trabajador mediante su denigración (presión laboral tendenciosa), y con ello por primera vez se tiene una definición de mobbing en línea y media, con plena validez jurídica, que es susceptible de ser memorizada y por lo tanto divulgada, para corregir el problema. El denominado "concepto uniformado de mobbing" recalca la denigración como mecanismo frente a los tratos degradantes y recalca la autoeliminación como finalidad de un comportamiento doloso. El trabajo aporta fórmulas para deslindar casos de mobbing de otras figuras próximas, y en este sentido debe citarse "la regla del 9" para saber si hay mobbing; en sede de estadísticas se critican metodológicamente muchas de ellas presentadas hasta el momento y se aporta alguna en sede de Tribunales; pero sobre todo se advierte de los riesgos jurídicos de una previsible regulación específica antimobbing, mediante el examen de las distintas definiciones que se han esgrimido hasta el momento. La segunda parte de la Tesis profundiza sobre el grado de sensibilización de nuestro ordenamiento jurídico y Tribunales, a cuyo fin se ha trabajado con más de un centernar y medio de sentencias dictadas sobre la materia, y por supuesto la totalidad de las recogidas en las bases de datos de las editoriales. El análisis sirve para apreciar la bondad de la sistemática aquí defendida, poniendo en evidencia errores, y contradicciones. La Tesis advierte que la presión laboral tendenciosa más allá de vulnerar el derecho constitucional al trabajo, o los derechos fundamentales a la integridad moral y el honor, es una transgresión a todo un "espíritu constitucional", y en este sentido se analiza con detalle tanto la posibilidad de recurrir en amparo, como el derecho a la indemnidad para quien se enfrenta a esta situación. Advirtiendo de las ventajas de efectuar esta reacción mediante la modalidad procesal de tutela de los derechos fundamentales, se analiza la recurrida acción del art.50 ET, donde se realizan aportaciones sugerentes como el plazo prescripción o la "doctrina de los antecedentes", y se otorgan respuestas a las preguntas sobre obligación de seguir trabajando y ejecución provisional. En sede de acciones de Seguridad Social, la Tesis distingue entre la incapacidad temporal y permanente (depresiones) y la muerte y supervivencia, aportándose sobre la primera la técnica denominada "interpretación en tres niveles" y descartando la posibilidad de considerar accidente de trabajo el suicidio tras un mobbing por imperativo legal, pero aportando un sucedáneo bastante razonable como es el accidente no laboral. Junto a ello se razona por la viabilidad del recargo del art.123 LGSS. Civilmente, la Tesis se posiciona de "lege ferenda" por reconducir este tipo de acciones resarcitorias del daño psíquico y moral al orden civil, por una mayor explicación sobre el origen del quantum, pero sobre todo considera inadmisible la STS 11-3-04, y ello por una pluralidad de argumentos, pero sobre todo por cuanto viene a autorizar "de facto" este tipo de conductas. La posibilidad de accionar administrativamente frente a este riesgo psicosocial se analiza en un doble terreno, la empresa y la Administración. Si bien el cauce sobre el primero tiene algunos meandros que se desbelan, la situación es radicalmente frustrante en la Administración -donde se encuentra el mayor caldo de cultivo del mobbing- , y ello por el RD 707/2002, pero todavía en mayor medida por el Criterio Técnico 34/2003 mediante el cual la interpretación del Director General de la Inspección de Trabajo y Seguridad Social ha venido tácitamente a derogar parcialmente la Ley de Prevención de Riesgos Laborales para la Administración. En materia penal, la Tesis se decanta "a priori" por dos tipos penales, los delitos contra los derechos de los trabajadores, y el delito de trato degradante; sin embargo, en la práctica sólo este segundo es el camino que puede alcanzar buen puerto. Finalmente se realiza un estudio detallado de la Ley 62/2003, ley que se divulgó como reguladora del acoso moral, y que después se defiende como un avance frente al mobbing. La Tesis advierte que no es cierto ni lo uno, ni lo otro, habiendo creado un "espejismo legal" que puede perjudicar a las víctimas de mobbing, además de no servir su estructura para una futura regulación explícita antimobbing.

Desempenho de pontas de pulverização em Brachiaria brizantha cv. MG-4 para controle de ninfas de cigarrinhas das pastagens

O trabalho teve como objetivo estudar o desempenho de pontas de pulverização na deposição da calda inseticida para o controle de ninfas de cigarrinhas das pastagens em Brachiaria brizantha cv. MG-4. Doze tratamentos foram estudados em esquema fatorial 6x2, constituídos pelo contraste de seis pontas de pulverização e pressões de 196 e 392 kPa: TF-VP2 (336 L ha-1 e 467 L ha-1); AI11002-VS (184 L ha-1 e 200 L ha-1); XR11002-VS (200 L ha-1 e 280 L ha-1); TT11002-VP (200 L ha-1 e 280 L ha-1); TJ60-11002VS (208 L ha-1 e 280 L ha-1) e TX-VK4 (72 L ha-1 e 97 L ha-1). Para monitorar a deposição das caldas de pulverização, utilizaram-se os traçadores Azul Brilhante FD&C-1 (0,3% p/v) e Amarelo de Tartrasina FD&C-5 (0,6% p/v). Alvos artificiais, constituídos de lâminas de vidro, foram posicionados na base das plantas, próximos à superfície do solo, e os depósitos por unidade de área das soluções pulverizadas foram quantificados por espectrofotometria. As pontas TF-VP2, XR11002-VS e AI11002-VS, nas pressões de 196 e 392 kPa, proporcionam as maiores deposições da calda de pulverização na região das espumas das cigarrinhas das pastagens, apesar de apresentarem menor uniformidade na distribuição dos depósitos em relação a TX-VK4, XR110.02-VS e TJ110.02-VS. O aumento da pressão de 196 para 392 kPa promoveu aumento na deposição da calda de pulverização sobre a Brachiaria brizantha e na região onde se encontram as espumas das cigarrinhas para todos os tipos de pontas estudadas.

Cobertura da pulverização e maturação de frutos do cafeeiro com ethephon em diferentes condições operacionais

Fundação de Amparo à Pesquisa do Estado de São Paulo (FAPESP)

Sensibilidade a herbicidas de acessos de aguapé coletados em reservatórios do Estado de São Paulo

Com o objetivo de avaliar o efeito de herbicidas em diferentes acessos de aguapé coletados em reservatórios de hidrelétricas do Estado de São Paulo, foi realizado um estudo no Núcleo de Pesquisas Avançadas em Matologia da FCA-UNESP, campus de Botucatu. A escolha das plantas geneticamente diferentes foi feita com base em estudos de variabilidade genética, nos quais se utilizou a técnica de RAPD. Avaliou-se o efeito dos herbicidas imazapyr nas doses de 62,5 e 125,0 g e.a. ha-1, glyphosate a 1.680 e 3.360 g e.a. ha-1 + 0,5% V/V de Extravon, diquat a 480 e 960 g i.a. ha-1 e 2,4-D a 670 e 1.340 g e.a. ha-1. Os seis acessos escolhidos foram colocados em caixas plásticas de 28,0 x 14,0 x 12,0 cm, contendo 4 litros de água. A aplicação dos produtos foi realizada com um simulador de pulverização pressurizado com ar comprimido, equipado com barra de aplicação com quatro bicos de jato plano Teejet 110.02 VS. A pressão constante de trabalho foi de 1,6 bar, e o consumo de calda, de 193 L ha-1. A velocidade de aplicação foi de 3,69 km h-1. Durante as aplicações, a temperatura do ar foi de 25 ºC e a umidade relativa de 73%. Foram realizadas avaliações visuais de controle aos 3, 5, 7, 11, 21 e 28 dias, nas quais 0 consistiu em nenhum controle e 100 em morte de plantas. Todos os herbicidas e doses testados proporcionaram controle eficiente das plantas de aguapé, e os seis acessos estudados responderam de forma semelhante.

Desempenho do aspersor NaanDanJain 435 em função da posição do defletor

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)

Coeficientes de perda de carga em válvulas e acessórios no escoamento de fluídos não-newtonianos puramente viscosos e viscoelásticos

Fundação de Amparo à Pesquisa do Estado de São Paulo (FAPESP)

Seletividade de herbicidas aplicados em pós-emergência sobre a produção e qualidade de sementes de gramíneas forrageiras

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)

Pulverização eletrostática e assistência de ar no tratamento fitossanitário na cultura do algodoeiro

Conselho Nacional de Desenvolvimento Científico e Tecnológico (CNPq)

Vulnerabilidade ao stress e estratégias de enfrentamento de líderes religiosos cristãos

Pós-graduação em Psicologia do Desenvolvimento e Aprendizagem - FC

Desempenho de pontas de pulverização quanto a indução de ar nas gotas

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)

Effects of Working Full-Time and Studying in the Evening Hours Among Young Apprentices and Trainees

Objective: This research aims to assess apprentices' and trainees' work conditions, psychosocial factors at work, as well as health symptoms after joining the labor force. Background: Despite the fact that there are over 3.5 million young working students in Brazil, this increasing rate brings with it difficult working conditions such as work pressure, heavy workloads, and lack of safety training. Method: This study was carried out in a nongovernmental organization (NGO) with 40 young members of a first job program in the city of Sao Paulo, Brazil. They filled out a comprehensive questionnaire focused on sociodemographic variables, working conditions, and health symptoms. Individual and collective semi-structured interviews were conducted. Empirical data analysis was performed using analysis of content. Results: The majority of participants mentioned difficulties in dealing with the pressure and their share of responsibilities at work. Body pains, headaches, sleep deprivation during the workweek, and frequent colds were mentioned. Lack of appropriate task and safety training contributed to the occurrence of work injuries. Conclusion: Having a full-time job during the day coupled with evening high school attendance may jeopardize these people's health and future. Application: This study can make a contribution to the revision and implementation of work training programs for adolescents. It can also help in the creation of more sensible policies regarding youth employment.

THE EFFECT OF PERSON-ENVIRONMENT FIT ON THE PSYCHOLOGICAL WELL-BEING OF PSYCHIATRIC AIDES WORKING IN A STATE HOSPITAL (COPING RESOURCES, SOCIAL SUPPORT, OCCUPATIONAL STRESS, LOCUS-OF-CONTROL)

This study addressed two purposes: (1) to determine the effect of person-environment fit on the psychological well-being of psychiatric aides and (2) to determine what role the coping resources of social support and control have on the above relationship. Two hundred and ten psychiatric aides working in a state hospital in Texas responded to a questionnaire pertaining to these issues.^ Person-environment fit, as a measure of occupational stress, was assessed through a modified version of the Work Environment Scale (WES). The WES subscales used in this study were: involvement, autonomy, job pressure, job clarity, and physical comfort. Psychological well-being was measured with the General Well-Being Schedule which was developed by the National Center for Health Statistics. Co-worker and supervisor support were measured through the WES and finally, control was assessed through Rotter's Locus of Control Scale.^ The results of this study were as follows: (1) all person-environment (p-e) dimensions appeared to have linear relationships with psychological well-being; (2) the p-e fit - well-being relationship did not appear to be confounded by demographic factors; (3) all p-e fit dimensions were significantly related to well-being except for autonomy; (4) p-e fit was more strongly related to well-being than the environmental measure alone; (5) supervisor support and non-work related support were found to have additive effects on the relationship between p-e fit and well-being, however no interaction or buffering effects were observed; (6) locus of control was found to have additive effects in the prediction of well-being and showed interactive effects with work pressure, involvement and physical comfort; and (7) the testing of the overall study model which included many of the components mentioned above yielded an R('2) = .27.^ Implications of these findings are discussed, future research suggested and applications proposed. ^

Do stressful times call for team-based working? A study of psychiatric nurses in UK mental healthcase

Background: Team-based working is now an inherent part of effective health care delivery. Previous research has identified that team working is associated with positive mental health and well-being outcomes for individuals operating in an effective team environment. This is a particularly important topic in the health services context, although little empirical attention has been paid to mental-health services. Psychiatric nurses work on a day-to-day basis with a particularly stressful and demanding client group in an environment which is characterised by high demands, uncertainty, and limited resources. This paper specifically focuses on psychiatric nurses working in National Health Service (NHS) and casts some light on the ways in which effective team-based working can help to alleviate a number of occupational stressors and strains. Method: A questionnaire method (2005 NHS Staff Survey) was employed to collect data from 6655 psychiatric nurses from 64 different NHS Trusts. The hypotheses were concerned with four overall measures from the survey; effective team working, occupational stress, work pressure and social support. Hypothesis 1 stated that effective team working will have a significant negative relationship with occupational stress and work pressure. Further, Hypothesis 2 stated that social support from supervisors and co-workers will moderate this relationship. Findings: Data was treated with a series of regression analyses. For Hypothesis 1, working in a real team did have main effects on work pressure and accounted for 1.6 per cent of the variance. Using the Nagelkerke R square value, working in a real team also had main effects on occupational stress an accounted for approximately 2.8 per cent of the variance. Further, the Exp (B) value of 0.662 suggests that the odds of suffering from occupational stress are cut by 33.8 per cent when a psychiatric nurse works in a real team. Results failed to provide support for Hypothesis 2. The analysis then went on to adopt a unique approach for assessing the extent of real team-based working, distinguishing between real teams, and a number of pseudo team typologies, as well as the absence of teamwork all together. As was hypothesised, results demonstrated that psychiatric nurses working in real teams (ones with clear objectives, where-by team members work closely with one another to achieve team objectives and meet regularly to discuss team effectiveness and how it can be improved) experienced the lowest levels of stress and work pressure of the sample. However, contrary to prediction, results indicated that psychiatric nurses working in any type of pseudo team actually experienced significantly higher levels of stress and work pressure than those who did not report as working in a team at all. Discussion: These findings have serious implications for NHS Mental Health Trusts, which may not be implementing, structuring and managing their nursing teams adequately. Indeed, results suggest that poorly-structured team work may actually facilitate stress and pressure in the workplace. Conversely, well-structured real teams serve to reduce stress and work pressure, which in turn not only enhances the working lives and well-being of psychiatric nurses, but also greatly improves the service that the NHS provides to its users.