Identificación de patrones de comportamiento informativo en los textos mediante el Análisis de Redes Sociales / Identification of patterns of informative behavior in the texts with the Social Networks Analysis

Resumen Se presentan los resultados de una investigación, cuyo objetivo es identificar patrones de conocimiento significativo en el contenido de la documentación presentada para la evaluación del Ambiente Organizacional de 13 empresas mexicanas, que integran el ranking de Súper Empresas ® elaborado por la Consultora Top Companies ® . Por medio del procesamiento cuantitativo de seis variables, seis indicadores y el Análisis de Redes Sociales, se visualizan mapas de relaciones entre las empresas y los atributos de las variables seleccionadas. Con el uso de la fuente y la metodología empleadas se revelan patrones de comportamiento informativo presentes en la documentación objeto de estudio que aportan nuevo conocimiento para la toma de decisiones sobre la evaluación y la elaboración de los rankings empresariales que generan las consultoras especializadas sobre la referida temática.

Abstract This paper reports the results of research aimed at identifying patterns of significant knowledge contained in the documentation of thirteen Mexican companies submitted for the purpose of the Organizational Environment evaluation of "Super Companies", a ranking issued exclusively by the consulting firm Top Companies®. Maps of company relationships and the attributes of the selected variables are developed on the basis of the quantitative processing of six variables and indicators, and an analysis of social networks. The sources and the methodology employed reveal patterns of informational behavior in the specialized documentation that can serve to support decision making with regard to the evaluation and preparation of the rankings issued by the specialized consultants.

Motivación y liderazgo del personal del subsistema de servicios generales en dos hospitales maternos / Motivation and Leadership of General Services Subsystem Personnel in Two Maternal Hospitals

Introducción: el liderazgo, está estrechamente unida a la motivación y está demostrado que existe una relación directa entre el liderazgo que ejerce el jefe y la motivación de sus trabajadores. Objetivo: describir el estado de la motivación y el liderazgo en el personal de Servicios Generales de dos hospitales maternos de la provincia de Santiago de Cuba en octubre de 2013. Método: se realizó una investigación transversal con las Asistentes y los Jefes de Turnos de Servicios Generales en dos hospitales maternos: Tamara Bunke y Mariana Grajales de la provincia de Santiago de Cuba cuyo universo estuvo constituido por 112 asistentes y 6 jefes de turnos. La metodología utilizada estuvo dada por una observación dirigida a conocer el desempeño de sus funciones, se utilizó para ello una guía confeccionada por las autoras, una encuesta aplicada a los jefes de turnos, para conocer el nivel de conocimiento de sus funciones y se les aplicó además el test de liderazgo, mientras que el test de motivación se le aplicó a las asistentes; también se realizó una revisión documental de las Normas de procedimientos establecidas por el MINSAP. El dato primario se tabuló a través del Sistema procesador Excel. Resultados: las variables demográficas estudiadas mostraron el 95,8% de las féminas, el 44,9% entre 21 y 30 años de edad y con el 83,3% el nivel preuniversitario como el más frecuente. El 83,3% de los jefes de turnos no tienen actitud de líder y el 49,2% de las Asistentes Generales, tienen motivación por afiliación. Conclusiones: la motivación por afiliación es la más frecuente en las Asistentes Generales y conocen sus funciones, mientras que el liderazgo está ausente en la mayoría de los jefes de turnos.

Introduction: the leadership is closely linked to motivation and it is demonstrated that there is a direct relationship between the leadership of the boss and the motivation of the workers. Objective: to describe the state of motivation and leadership in the General Service staff two maternal hospitals in the province of Santiago de Cuba in October 2013. Methods: a descriptive investigation was conducted with the assistants and heads of General Services of two maternal hospitals in the province of Santiago de Cuba whose universe consisted of 112 employees and 6 heads of shifts. The methodology used was given by a remark addressed to meet the performance of their functions using a guide compiled by the authors, a survey of the heads of shifts, to determine the level of knowledge of their duties and applied to them. The test of leadership, while the motivation test was applied to the participants; a document revision of the rules of procedure established by the Ministry of Public Health also performed. The primary data was tabulated through Excel processor system. Results: the demographic variables studied showed 95.8% of females, 42.6% between 21 and 30 years of age and 83.3% in the most common pre-university level. 83.3% of heads of attitude shifts have no leader and 49.2% of General Assistants, are motivated by affiliation. Conclusions: the motivation for affiliation is the most common in the General Assistants and know their roles, while leadership is absent in most of the heads of shifts.

Evaluación del clima organizacional en el Policlínico Universitario Dr. Mario Muñoz Monroy / Assessment of the organizational environment in Dr. Mario Muñoz Monroy University Polyclinic

Introducción: la comprensión del fenómeno organizacional es una necesidad de todos los profesionales que tengan alguna responsabilidad en el manejo de personas y recursos de la sociedad. Objetivo: evaluar la percepción del clima organizacional en el Policlínico Universitario Dr. Mario Muñoz Monroy, municipio de Abreus, Cienfuegos, 2015. Métodos: se realizó una investigación evaluativa en el período de julio a septiembre de 2015. El universo estuvo constituido por los 141 trabajadores pertenecientes al Policlínico. Se realizó un muestreo estratificado de forma bietápica probabilística. La muestra quedó conformada por 37 trabajadores de Servicios y 13 de Departamentos, 35 por ciento del universo de cada estrato. Se estudiaron tres dimensiones: comportamiento organizacional, estructura organizacional y estilo de dirección. Resultados: los promedios alcanzados en las dimensiones de clima organizacional para ambos estratos clasifican como clima en riesgo. Se puede apreciar una discreta diferencia entre los promedios de las unidades organizativas de Servicio con un promedio de 5,7 y el estrato Departamentos con 5,0, donde la dimensión estructura organizacional para ambos estratos, obtuvo el valor más bajo y la dimensión comportamiento organizacional enunció la cuantía más alta, sobresaliendo el estrato de Servicios con 5,8 de promedio. Se debe destacar que se identifica como inadecuada la categoría condiciones de trabajo en los trabajadores de la unidad organizativa Departamentos. Conclusiones: el clima organizacional del Policlínico es evaluado en riesgo para ambos estratos objeto de estudio. El estrato Departamentos evalúa todas las categorías investigadas en riesgo o inadecuadas, mientras el estrato Servicio percibe mejor clima organizacional en la institución(AU)

Introduction: Understanding the organization phenomenon is a need for all the professionals who have any responsibility to manage the society's people and resources. Objective: Assess the perception of the organizational environment in Dr. Mario Muñoz Monroy, University Polyclinic, Abreus Municipality, Cienfuegos, in the year 2015. Methods: An evaluative research was carried out from July to September 2015. The universe was made up by the 141 worker belonging to the Polyclinic. A stratified sampling was made in two stages and in a probabilistic way. The sample was made up by 37 service workers and 13 department workers, 35 percent of each stratus universe. Three dimensions were studied: organizational behavior, organizational structure and direction style. Results: The averages achieved in the dimensions of organizational environment for both strati classify as risk environment. A discreet difference can be perceived between the averages of the service organizational units with 5.7 and the department stratus with 5.0, where the dimension organizational structure for both strati obtained the lowest value and the dimension organizational behavior obtain the highest value, the service stratus outstanding with 5.8 of average. It should be pointed put that the category working conditions was identified as inadequate in the workers of the organizational unit Departments. Conclusions: The organizational environment in the Polyclinic has been assessed as being in risk for both studied strati. The stratus Departments assesses all the categories investigated as being in risk or inadequate, while the stratus Service perceives better organizational environment in the institution(AU)

Current studies on nurse occupational hazards and the related factors / 中国实用护理杂志

The occupational hazards to nurses are important factors which may influence the physical and mental health of nurses, and further more influence the quality of care the nurses providing to patients. This article reviewed the occupational hazards to nurses and the related factors in organizational environments and nursing human resources, so as to provide references for further studies and evidence for taking measures to prevent occupational hazards to clinical nurses.

A relação entre atributos, atitudes e bem-estar na mudança organizacional / The relationship between context, attitudes and well-being in organizational change

RESUMO Um modelo para avaliar se atitudes medeiam a relação entre os atributos de mudança organizacional e o bem-estar foi testado com uma amostra de 795 trabalhadores oriundos de três diferentes organizações públicas que passaram por processos de mudança organizacional. Três instrumentos foram aplicados pela internet, a saber: Escala dos atributos da mudança organizacional, escalas de atitudes frente a mudança organizacional e de bem-estar no trabalho. Diferentes amostras foram utilizadas para análises fatoriais confirmatórias das escalas e os resultados indicaram bons índices de validade das estruturas originais das escalas. Análises de trajetória ( Path Analysis ( foram realizadas para testar o modelo de mediação. O modelo foi parcialmente corroborado apontando a influência das atitudes e dos atributos de mudança no bem-estar.

ABSTRACT A model was proposed to assess whether attitudes mediate the relationship between the context of organizational change and well-being. A quantitative study was conducted to test the model in three Brazilian public organizations that underwent organizational change processes. Seven hundred, ninety-five employees answered the organizational change context attributes scale, attitudes toward organizational change scale and scale of well-being in the workplace. Analyses of validity and reliability were carried out for all measures using three different samples, while Path Analysis were performed to test the mediation model. The model was partially corroborated suggesting the influence of attitudes and attributes of change on the well-being. In addition, the study provides mediation as a methodological strategy that can be used in further research.

Subcontratación en el sector forestal maderero chileno e impacto del manejo forestal sustentable implementado en empresa mandante sobre el clima organizacional: Un estudio de caso / Subcontracting in the forestry and timber industry of Chile and the impact of thr sustainable forestry management implemented in the principal company over the organizational climate: A case study

Las exigencias en la industria forestal están enfocadas a alcanzar estándares de productividad y un desempeño socialmente responsable con las comunidades, trabajadores y empresas contratistas. Al igual que en otros sectores, ha habido una importante especialización funcional que ha llevado a las grandes empresas a externalizar parte de sus procesos de la cadena productiva, generando importantes vínculos con empresas contratistas, quienes deben cumplir nuevos estándares internacionales. Es por ello que estas últimas deben preocuparse de generar las condiciones adecuadas para sus trabajadores y su productividad, donde la implementación de un estándar de manejo forestal sustentable podría incidir en cambios organizacionales en una empresa. Esta investigación recoge el caso de una empresa contratista de servicios forestales que concentra sus operaciones en la Región del Bío-Bío en Chile, aplicando una herramienta de diagnóstico de clima organizacional mediante encuestas al personal de faena, la que mide las percepciones que tienen los individuos de su lugar de trabajo bajo el enfoque de Koys y Decottis (1991) adaptado en la investigación realizada por Chiang et al. (2010). Con un Alpha de Cronbach de 0,80, destaca que la percepción de los encuestados en promedio como bueno (De acuerdo) y se ubica en 3,86 puntos. A su vez, se evidencia un número importante de respuestas, lo cual abre un debate sobre los factores consultados. Por tanto, el clima organizacional constituye una más de las dimensiones que está afectando los procesos de certificación, especialmente la incidencia de las empresas contratistas sobre las mandantes.

The requirements in the forestry industry are focused on reaching productivity standards and a socially responsible performance towards communities, workers and subcontracting companies. Just as in other sectors, an important functional specialization has occurred, and this has forced the big companies to outsource parts of their production chain processes, generating important links with subcontracting companies, which must meet new international standards. That is the reason why the latter must be concerned about generating the suitable conditions for their workers and their productivity, where the implementation of a sustainable forestry management standard could have an impact on the organizational changes in a company. This investigation takes the case of a forestry services subcontracting company that concentrates its operations in the Bio-Bio region in Chile, using an organizational environment evaluation tool through surveys answered by workers that measures the perceptions that individuals have about their working place under the Koys and Decottis (1991) approach, adapted in the investigation made by Chiang et al. (2010). With Cronbach's alpha of 0,80, highlights that the average perception of the survey respondents was good (Agrees) and it is placed at 3,86 points. At the same time, an important number of "I am not sure" answers are shown which opens the debate around the asked factors. Therefore, the organizational environment constitutes one of the dimensions that are affecting the certification processes, specially the impact of the contracting companies on the principal companies.

Analysis of influencing factors for outcomes of HIS use at three tertiary hospitals in Anhui / 中华医院管理杂志

Efficient use of the hospital information system can protect and promote the orderly operation of medical practice.The HIS usage effect by the medical staff is mainly affected by individual mastery of information technology,IS technical level and the organizational environment.A survey and analysis of these three factors were made at three tertiary hospitals in Anhui,and the results indicate personal command of information technology,technology and organizational impact to bear significant positive impacts on medical staff' use effect.Based on the results,the paper proposed countermeasures and suggestions on strengthening the HIS construction and enhancing medical staffs HIS use effect.

Instrumento para evaluar el clima organizacional en los Grupos de Control de Vectores / Instrument for evaluation of the organizational environment in the vector control groups

Introducción El clima organizacional se considera un factor que refleja las facilidades u obstáculos que encuentra el trabajador para desempeñarse en el contexto laboral. Objetivo Mostrar el proceso de construcción y validación de un instrumento para evaluar el clima organizacional en los Grupos de Control de Vectores. Métodos Se identificaron 20 criterios en las dimensiones: estructura organizacional, liderazgo, toma de decisiones, motivación y comportamientos individuales; se elaboraron además 60 ítems que se presentaron como enunciados en un cuestionario de respuestas dicotómicas cuya validación de contenido se realizó con expertos a partir de la metodología propuesta por Moriyama. La muestra para evaluar la confiabilidad estuvo constituida por 89 trabajadores de cinco Grupos de Control de Vectores en la provincia Ciudad de La Habana. Se calculó el coeficiente de correlación de Spearman y la prueba de Mac Nemar para comprobar la estabilidad y el coeficiente Alfa de Cronbach, para la consistencia interna. En la validez de construcción se analizaron la validez convergente y divergente y la asociación ítem/dimensión mediante el coeficiente de contingencia. Resultados Luego de dos rondas, los expertos valoraron satisfactoriamente la totalidad de los ítems. La consistencia interna resultó en general elevada y al interior de las dimensiones, moderada, al igual que la estabilidad. La relación ítem/dimensión mostró asociaciones de débiles a moderadas; y se encontró concordancia entre la clasificación de los ítems según el diseño del instrumento y las obtenidas luego de evaluar las asociaciones ítem/dimensión. Conclusiones Se dispone de un instrumento válido y confiable para ser aplicado en la evaluación del clima organizacional en Grupos de Control de Vectores

The organizational environment is considered as a factor showing the facilities or the obstacles that a worker may find in performing his/her work. Objective To present the process of construction and validation of an instrument to evaluate the organizational environment in the Vector Control Groups. Methods Twenty criteria were identified in the dimensions: organizational structure, leadership, decision-making, motivation and individual behaviours; 60 items were also drafted and presented as statements in a true or false questionnaire which was validated by experts on the basis of Moriyamaïs methodology. The sample for reliability evaluation was made up of 89 workers from 5 vector control groups in Havana province. The Spearmenïs correlation coefficient was estimated, the Mc Nemarïs test was used to verify stability and the Cronbachïs alpha coefficient for internal consistence. As to the validity of the instrument construction, the convergent and divergent types of validity as well as the item/dimension association were analyzed by means of the contingency coefficient. Results After two runs, the experts valued all the items as satisfactory. The internal consistency proved to be high in general whereas dimensions and stability were moderate. The item/dimension association showed weak to moderate relationships; there was agreement between the items classification according to the instrument design and the resulting classification after evaluating the item/dimension associations. Conclusions One valid and reliable instrument is available for the evaluation of the organizational environment in the vector control groups

Saúde mental no trabalho: um convite ao dialógico / Mental health at work: an invitation to dialogue / Salud mental en el trabajo: una invitación al diálogo

O ensaio busca refletir sobre os aspectos que norteiam o mundo do trabalho hoje, mais especificamente sobre a competitividade exacerbada entre as empresas, influenciando no ambiente interno da organização, provocando distúrbios no comportamento e na saúde mental dos trabalhadores. Distúrbios estes que podem variar de uma simples desmotivação até os transtornos depressivos, que afetam as várias esferas de sua existência. Ao priorizar a tecnologia e as relações voltadas unicamente para o alcance de metas e desempenhos sempre inalcançáveis, as empresas deixam de lado o trabalhador, enquanto pessoa humana. Faz-se necessário repensar esses aspectos à luz da relação dialógica e da alternância das relações Eu-Tu e Eu-Isso, defendidas por Martin Buber, como forma de promover uma convivência mais harmoniosa e equilibrada nesse contexto.

The purpose of this article is to reflect on aspects that guide the work world today, more specifically on the high competitiveness between enterprises, affecting the internal environment of the organization, causing disturbances in behavior and mental health workers. These disorders that can range from a simple lack of motivation to depressive disorders, which affect the various spheres of their existence. By prioritizing technology and relationships geared solely to the achievement of performance goals, always unattainable, the companies put aside the worker, while human being. It is necessary to rethink these issues in light of the dialogical relationship and the alternation of the relationship I-Thou and I-it, championed by Martin Buber, in order to promote a more harmonious coexistence and balanced in that context.

Mi propósito es reflexionar sobre los aspectos que guían el mundo laboral hoy en día, más específicamente en la alta competitividad entre las empresas, que afectan el ambiente interno de la organización, causando perturbaciones en el comportamiento y los trabajadores de la salud mental. Estos trastornos que pueden ir desde una simple falta de motivación para los trastornos depresivos, que afectan a los distintos ámbitos de su existencia. Al dar prioridad a la tecnología y las relaciones exclusivamente orientado a la consecución de los objetivos de rendimiento y siempre inalcanzable, las empresas dejar de lado el trabajador, mientras que la persona humana. Es necesario repensar estas cuestiones a la luz de la relación de diálogo y la alternancia de la relación yo-tú y yo-, liderado por Martin Buber, a fin de promover una convivencia más armónica y equilibrada en ese contexto.

O campo da energia elétrica no Brasil de 1880 a 2002 / The electricity sector in Brazil from 1880 through 2002

Como a energia elétrica é um bem essencial em nossa sociedade, este artigo analisa a evolução da formação e estruturação do setor elétrico brasileiro, desde o surgimento da energia elétrica no Brasil, em 1880, até o final de 2002. A análise se faz a partir da descrição histórica linear, com cortes em fatos determinantes que são detalhados e analisados, mostrando-se os principais atores sociais, seus interesses e influência, na data desses cortes. Foi utilizada a metodologia qualitativa e o referencial da teoria institucional, com base na configuração do campo organizacional, além da análise de documentos e de entrevistas em profundidade, realizadas com dirigentes do setor que participaram dessa história. Finalmente, o artigo mostra como o ambiente externo é o principal elemento que influencia a trajetória do setor elétrico, nomeadamente quanto ao investimento ou não de recursos financeiros.

Considering that electricity is essential to modern society, this article analyzes the formation and organization of the Brazilian electricity sector, from its beginning in this country until the end of 2002. The study is based on a linear description of historical facts, with emphasis on crucial events, which were detailed and analyzed, showing the main social players, their interest and influences in these events. It used qualitative methodology and references by the institutional theory, based on the configuration of the organizational field. It also analyzed documents and carried out semi-structured in-depth interviews with directors who took part of the sector's history. Finally, it shows how the external environment is the main influence on the sector's development, especially on the decision to invest or not in it.

Analysis of Recognized Changes in Performance and Organizational Environment by Dietitians Transposed to Nutrition Teachers in Gyeonggi Province

This study was conducted to gather basic data on the tasks and roles of nutrition teachers by analyzing the changes inwork importance, performance frequency, and organizational environment after dietitians were transposed to nutrition teachers. E-mail surveys were sent to 100 newly assigned nutrition teachers who previously served as dietitians in Gyeonggi province. A total of 72 teachers responded to the survey. The respondents were asked the importance and frequency of 9 work-related duties performed as a dietitian and nutrition teacher, respectively. They were also surveyed regarding their satisfaction perceptions for 5 organizational changes. The majority of respondents were 36 to 40 years old (48.6%) and had 10~20 years of work experience (58.3%). Significant differences were found for work importance after changing to the role of nutrition teacher (p<0.001). In addition, work performance frequency differences were found for the categories of nutrition education, nutrition counseling, and dietary guidance. These results were attributable to the differences in work importance and performance frequency by now being a nutrition teacher rather than a dietitian. The respondents had increased satisfaction levels after changing from dietitian to nutrition teacher (p<0.001) in terms of 'pride for change in work', 'satisfaction level for pay', and 'satisfaction level for change in the organizational environment'. In order for nutrition teachers to have effective work performance, 'personal capabilities' and 'school manager support' should be coordinated. Overall, the results of this study suggest that effective training programs should be developed for nutrition teachers they can effectively complete newly assigned work tasks.

Analysis of the Effect of Dietitians' Work Behavior and Organizational Environment on Quality of Hospital Dietary Services

The purpose of this study was to explore the variables affecting the quality of hospital dietary services. The quality of hospital dietary services was inverstigated in two ways, which can be named by factual quality and perceived quality The variables affecting hospital dietary services were classified into two categories [organizational environment variables] and [work behavior variables]. Quality readiness survey was conducted to investigate [organizational environment variables] and [Work behavior variables] on 225 dietitians working in dietary departments of 45 general hospitals which had more than 400 beds. [organizational environment variables] were categorized into four variable group:'organizational work design', 'organizational culture', 'department head leadership' and 'top management leadership'. [work behavior variables] were categorized into three variable group: 'individual behavior', 'peer group behavior', and 'behavior toward supervisor'. Top management leadership (p< 0.01)' in the [organizational environment variables] had significant impacts on the factual quality of hospital dietary services.