Conflitos e ambiguidades de papéis no trabalho de juízes: as percepções de juízes portugueses / Conflictos y ambigüedades entre los papeles de jueces: las percepciónes de jueces de Portugal / Role conflict and role ambiguity in the work of judges: the perceptions of Portuguese judges

Resumo Reformas em judiciários de diversos países criaram um novo papel para os juízes, um papel gerencial, em que juízes assumem novas responsabilidades relacionadas com as atividades administrativas. Esse novo papel é diferente do papel tradicional, focado em tarefas judiciais, e tem gerado conflitos no trabalho de juízes. Com base nesse contexto, o presente estudo tem como objetivo identificar e discutir conflitos e ambiguidades envolvendo os papéis judicial e gerencial, desempenhados por juízes de Portugal. A pesquisa foi realizada em Portugal, entre 2013 e 2014, e os dados foram coletados por meio de entrevistas em profundidade com 12 juízes. Os principais conflitos são: incompatibilidade entre a realização de atividades judiciais e administrativas; carga de trabalho elevada e equipe administrativa insuficiente e desmotivada; produtividade versus qualidade do trabalho judicial; e alta responsabilidade do cargo e baixo salário. As principais ambiguidades identificadas nas entrevistas referem-se a: relação formal entre juízes e pessoal administrativo; função do juiz no processo de planejamento dos tribunais; critério para distribuição de processos judiciais entre juízes; e critério de avaliação do desempenho de juízes. Os resultados são discutidos e são sugeridas pesquisas adicionais.

Resumen Reformas judiciales en varios países han creado un nuevo papel para los jueces, el papel de gestor, en el que los jueces asumen nuevas responsabilidades relacionadas con las actividades administrativas. Esta nueva función es diferente del papel tradicional centrado en tareas judiciales y ha generado conflicto en el trabajo de los jueces. Dentro de este contexto, el presente estudio tiene como objetivo identificar y discutir conflictos y ambigüedades entre los papeles judicial y de gestión desempeñados por jueces de Portugal. El estudio se realizó en Portugal, entre 2013 y 2014, y los datos fueron recolectados a través de entrevistas en profundidad con 12 jueces. Los principales conflictos son: incompatibilidad con el desempeño de las actividades judiciales y administrativos; alta carga de trabajo y el equipo de administración inadecuada y sin motivación; la productividad versus calidad del trabajo judicial; y la posición de alta responsabilidad y de bajos ingresos. Las principales ambigüedades detectadas en las entrevistas se refieren a: relación formal entre los jueces y personal administrativo; papel del juez en el proceso de planificación de los tribunales; o criterio para la distribución de los casos judiciales entre jueces; y o criterio de evaluación para juzgar el desempeño de jueces. Se discuten los resultados y se sugiere una agenda para futuros estudios.

Abstract The reform of the judiciaries of several countries have created a new role for judges, a managerial role, in which judges assume new management responsibilities. This new role is different from the traditional one which focused on judicial tasks, and has generated conflict and ambiguity in the work of judges. This study aims to identify and discuss the conflicts and ambiguities between the judicial and administrative roles performed by Portuguese judges. The research took place in Portugal over the period between 2013 and 2014, and data was collected from in-depth interviews with 12 judges. The research identifies several areas of role conflict and ambiguity in the judges' work. The main conflicts are: incompatibility between the carrying out of judicial and management activities; high workload and insufficient and unmotivated administrative staff; the need to maintain both productivity and judicial quality; and the great responsibility of the position but poor remuneration. The main ambiguities reported are: the formal relationship between judges and administrative officials; the judge's function in the process of court planning; the criteria for the distribution of judicial proceedings among judges; and the criteria to evaluate judges' performance. These results are discussed and a research agenda is suggested.

Role ambiguity, group cohesion and job satisfaction: A Demands-Resources Model (JD-R) Study from Mexico and Spain / Ambigüedad de rol, cohesión grupal y satisfacción laboral: un estudio con el modelo demandas y recursos laborales (JD-R) en México y España

Abstract In line with the Job Demands-Resources (JD-R) theory, this paper studies the rela tionship between role ambiguity (Demand) and group cohesion (Resource) to predict job satisfaction. This study was carried out at the same multinational company in Mexico and Spain (N= 537), where blue-collar workers are organized in work groups. It is hypothesized that high levels of role ambiguity are related to low job satisfaction whereas positive high levels of group cohesion are related to high job satisfaction. In addition, it is posited that group cohesion could buffer the relationship between role ambiguity and job satisfaction. Results confirm the JD-R theory with regard to direct effects. Moderating effects have been found in both countries but, contrary to the hypotheses, since these strengthen the negative effect of role ambiguity on job satisfaction. These results are relevant since nowadays, organizations need to deal with increas ingly higher levels of ambiguity. The results are also being commented from a cross-cultural research perspective.

Resumen Siguiendo la teoria de las demandas-recursos laborales, este trabajo estudia las relaciones entre la ambigüedad de rol (demanda), y la cohesión grupal (recurso) para predecir la satisfacciön. El estudio se ha realizado en la misma multinacional en México y en España (N = 537), donde los operarios trabajan en grupos. Las hipötesis plantean que los altos niveles de ambigüedad de rol se relacionarán con una baja satisfacciön laboral, mientras que altos niveles de cohesión grupal estarán relacionados con una elevada satisfacciön laboral en ambos países. Además, se plantea que la cohesión grupal amortiguará la relaciön entre la ambigüedad de rol y la satisfacciön. Los resultados confirman la teoría demandas-recursos en relaciön con los efectos directos. También se han encontrado efectos moduladores en los dos pa ses, aunque en contra de las hipötesis, pues potencian el efecto negativo de la ambigüedad en la satisfacciön. Estos resultados pueden ser relevantes para las organizaciones actuales dado el creciente nivel de ambigüedad. Los resultados tambien se comentan desde la perspectiva de la investigaciön transcultural.

Study on influencing factors of professional commitment of student nurses based on theory of role stress / 中国实用护理杂志

Objective To investigate the level of professional commitment of student nurses,and explore the impact of student nurses' role conflict and role ambiguity on their professional commitment.Methods From May to June 2014,totally 320 student nurses from a third-level hospital in Tianjin were recruited in this study.And Role Stress Scale and Nursing Professional Commitment Scale were used in the investigation.Results The total score of role stress of student nurses was (44.29±5.53) scores,and the total score of professional commitment of student nurses was (86.12±14.14) scores.Pearson correlation analysis and multiple linear regression analysis showed that student nurses' role conflict was positively correlated with professional commitment,but their role ambiguity was negatively correlated with professional commitment.Conclusion School and hospital managers should adopt effective measures to relieve student nurses' role ambiguity and guide the correct understanding of role conflict to maintain a stable nursing team.

Relationships between burnout and role ambiguity, role conflict and employee absenteeism among health workers / Burnout y su relación con la ambigüedad de rol, conflicto de rol y absentismo laboral en trabajadores de la salud

El objetivo de esta investigación fue analizar la influencia de algunos factores de riesgo psicosociales en el desarrollo del burnout y analizar la influencia de este fenómeno en el absentismo laboral. La muestra la integraron 142 trabajadores de la salud. El análisis de los datos se efectuó considerando estadística descriptiva y modelos de regresión lineal múltiple. Los resultados confirman la influencia de la ambigüedad y del conflicto de rol sobre el Burnout [F (2.139) = 26.720; p < .001] y no se valida la influencia de éste sobre el absentismo laboral. No obstante, se evidencia una relación significativa y positiva entre la dimensión desgate psíquico y absentismo laboral (beta = 0.197; p< .05). Se concluye que el conflicto de rol es el predictor más intenso del componente emocional del burnout (desgaste psíquico; beta = 0.585; p < .001). Se evidencia que un esfuerzo emocional sostenido pudiese favorecer el absentismo laboral.

The aim of this research was to analyze the influence of some psychosocial risk factors in the development of burnout and to analyze the influence of this phenomenon on employee absenteeism. The study sample included 142 health care workers. The data analysis included descriptive statistics and multiple linear regression models. The results confirmed the influence of role ambiguity and role conflict on burnout [F (2.139) = 26.720; p < .001], but the influence of burnout on employee absenteeism was not confirmed. However, a significant and positive relationship has been shown between burnout and employee absenteeism (beta = 0.197; p < .05). In conclusion, the findings of this study support the claims that role conflict is a more intense predictor of the emotional component of burnout (burnout; beta = 0.585; p < .001). Additionally, there is evidence that prolonged emotional strain could encourage employee absenteeism.

A Study on Intention to Quit and Job Overload, Role Ambiguity, Burn out among Nurses in General Hospital / 한국직업건강간호학회지

PURPOSE: This study is designed to verify affecting variables to turnover intention of nurses in general hospital. METHODS: The data were from the self-reported questionnaire responses of 168 nurses in five general hospitals 300-400 beds in Seoul and Gyungi province and analyzed by frequency and percentage, t-test, ANOVA and Scheffe's test and stepwise multiple regression. RESULTS: The means of turnover intention were 3.14+/-0.87, job overload, 3.54+/-0.67, role ambiguity, 2.87+/-0.71 and burnout, 2.68+/-0.72. A significant correlation was found among turnover intention and job overload (r=.24, p<.001), role ambiguity (r=.30, p<.001), and burn out (r=.58, p<.001). The factors that affect turnover intention from the result of multiple regression by the stepwise selection, were burn out, role ambiguity. CONCLUSION: Based on the results, to reduce turnover intention of nurses, emotional support should be provided and also range of roles be clearly defined. In addition, it is needed to improve the working conditions for nurses to get a sense of accomplishment.

Conflicto trabajo-familia, en mujeres profesionales que trabajan en la modalidad de empleo / Work-family conflict, in professional women who work in the employment modality

Objetivo. La investigación tuvo como objetivo establecer indicadores del conflicto trabajo-familia desde la perspectiva de rol y sus implicaciones psicosociales, en mujeres profesionales en la modalidad de empleo. Método. Estudio de tipo descriptivo-cualitativo. Las participantes, cinco, mujeres profesionales que trabajaran en la modalidad de empleo, entre 25 y 50 años de edad, convivieran con su pareja y tuvieran hijos entre 0 y 11 años de edad. Se utilizó el análisis de contenido para analizar la información recogida a través de la entrevista estructurada con preguntas abiertas. Resultados. Se encontró que la sobrecarga de rol -tanto en lo laboral como en lo familiar- afecta a las mujeres como antecedente del conflicto trabajo-familia, lo cual se explica por las condiciones laborales (carga de trabajo y formas de contratación) y la doble jornada de trabajo. Otros factores que explican el conflicto trabajo-familia son el conflicto y la ambigüedad de rol. Con respecto a las implicaciones psicosociales, se encontró que la salud se ve afectada por cambios en el estado de ánimo y cansancio físico. Se halló; como factores protectores que ayudan a las mujeres a disminuir la presencia del conflicto trabajo-familia, el apoyo social (doméstico y de pareja) y los recursos internos (la toma de decisiones y el establecimiento de prioridades). Conclusiones. La incorporación de la mujer al mercado de trabajo ha tenido repercusiones en la estructura familiar; se requiere que los diferentes estamentos planteen estrategias que permitan conciliar la interfase de la relación trabajo-familia.

Objective. The purpose of this research was to establish indicators of the family-work conflict from the role perspective, and their psychosocial implications, in working women. Method. Descriptive-qualitative study. The five participants were professionally qualified women between 25 and 50 years old, who lived with their partner, and and had children of between 0 and 11 years old. Content analysis was used to analyze the information gathered, using a structured interview with open questions. Results. It was found that the role overload in the work, as well as the family context affects women as a precursor to work-family conflict, which is explained by the working conditions (workload and method of hiring) and the double working shift. Other factors which explain the work-family conflict are conflict and the ambiguity of the role. With respect to the psychosocial implications it was found that health is affected with changes in mood and physical tiredness. Among the protecting factors which help women reduce the work-family conflict are those of social support (domestic and partner) and internal resources (taking decisions and setting priorities). Conclusions. The arrival of women in the labor market has had repercussions on the family structure; the different social classes are now required to put forward strategies which will help to reconcile the interface existing in the work-family relationship.

Escopo. A pesquisa teve como escopo estabelecer indicares do conflito trabalho-família desde a perspectiva do rol e suas implicações psicossociais, em mulheres profissionais na modalidade de emprego. Metodologia. Estudo descritivo-qualitativo. As participantes foram cinco mulheres profissionais que trabalharam na modalidade de emprego, entre 25 e 50 anos de idade, que conviveram com sua parelha e que tiveram filhos entre 0 e 11 anos de idade. Foi utilizada a análise de conteúdo para analisar a informação coletada através da entrevista estruturada com perguntas abertas. Resultados. Foi achado que a sobrecarrega do rol -no laboral e no familiar-afeta às mulheres como antecedente do conflito trabalho- família, o que é explicado pelas condições laborais (carrega de trabalho e formas de contratação) e a dupla jornada de trabalho. Outros fatores que explicam o conflito trabalho- família são o conflito e a ambigüidade do rol. Com respeito às implicações psicossociais foi achada que a saúde é afetada com as mudanças de ânimo e fadiga física. Foram achados como fatores protetores que ajudam às mulheres na diminuição do conflito trabalho-família, o apoio social (doméstico e de parelha) e os recursos internos (a toma de decisões e o estabelecimento de prioridades). Conclusão. A incorporação da mulher no mercado de trabalho tem tido repercutes na estrutura familiar; foi requerido que os diferentes atores planejem estratégias que permitam conciliar a interfase da relação trabalho-família.