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Empregabilidade: versões e implicações. Uma leitura desde a Psicologia Social; Employability: versions and implications. A reading since social psychology

Perez, Erico Renteria
Fonte: Biblioteca Digitais de Teses e Dissertações da USP Publicador: Biblioteca Digitais de Teses e Dissertações da USP
Tipo: Tese de Doutorado Formato: application/pdf
Publicado em 20/06/2008 PT
Relevância na Pesquisa
36.19%
Transformações velozes e imprevistas nas organizações e no trabalho devido ao desenvolvimento tecnológico associado ao processo de globalização e à sociedade do conhecimento, demandam uma reflexão que liga a tendência a diminuição estrutural de vagas de emprego e a consolidação de outras modalidades de trabalho às diferentes implicações do trabalho como atividade humana de caráter econômico-produtivo. Esta relação requer respostas atualizadas já que os pilares sólidos de estabilidade tendem a desaparecer com e gerar implicações importantes para as pessoas, não só no nível simbólico, mas também no nível pratico de suas vidas. As representações sociais do trabalho, no século XX, como emprego e da organização como empresa estável, devem ser revistas à luz da variedade de opções de relações contratuais e multi-emprego, ao lado de teorias sobre aspectos psicossociais do trabalho e das organizações. A empregabilidade como recurso para a justificação de condições particulares de entrada, permanência e saída do mercado de trabalho formal, é tomada como conceito para a compreensão e explicação da problemática da relação Pessoa-Mercado de Trabalho. A revisão de literatura não apresenta um reconhecimento explícito de aspectos estruturais e centra a atenção sobre a responsabilização das pessoas a nível individual. A versão dos atores implicados concretamente nessa interpretação tem sido pouco explorada parecendo ser coincidente com os discursos hegemônicos...

O labirinto organizacional e o fio da razão: os processos de seleção interna como via de reflexividade institucional

Araujo Netto, Carlos Alberto
Fonte: Biblioteca Digitais de Teses e Dissertações da USP Publicador: Biblioteca Digitais de Teses e Dissertações da USP
Tipo: Tese de Doutorado Formato: application/pdf
Publicado em 21/06/2012 PT
Relevância na Pesquisa
26.33%
Esta tese teve por objetivo investigar a reflexividade como componente estratégico na prática de Gestão de Recursos Humanos (GRH) e na contribuição crítica da Psicologia das Organizações e do Trabalho (POT) frente aos desafios da alta modernidade. Tomando como referencial a Sociologia de Anthony Giddens, os atores são capazes de elaborar, no contexto das relações sociais em que estão inseridos, as condições da sua própria ação e a do outro, confrontando aquilo que a organização diz ser da forma como é compreendida. Ao mesmo tempo, o estudo revelou que os atores esperam poder contribuir e agregar valor para a organização, pela dimensão cognitiva que possuem. Isso porque os atores produzem reflexão sobre os processos nos quais estão envolvidos, queira a empresa ou não, construindo experiências pessoais com alta potencialidade de informações e conhecimentos para a GRH realizar o auto-monitoramento contínuo, identificar gaps existentes e aperfeiçoar as práticas adotadas que podem ser, assim, reconstituídas ou reorganizadas. O presente estudo, tomando como objeto de investigação empírica o processo interno de seleção de pessoas de uma empresa, analisou o quanto o conhecimento produzido pelos atores...

Anotações históricas e conceituais sobre o programa de pós-graduação em Psicologia da Universidade Federal do Rio Grande do Sul; Historical and conceptual notes about the graduate program in psychology from the Federal University of Rio Grande do Sul

Gomes, William Barbosa; Hutz, Claudio Simon
Fonte: Universidade Federal do Rio Grande do Sul Publicador: Universidade Federal do Rio Grande do Sul
Tipo: Artigo de Revista Científica Formato: application/pdf
POR
Relevância na Pesquisa
36.25%
Instituições de Ensino Superior foram concebidas no Brasil no século XIX como centros de formação profissional, oferecendo cursos de graduação com pouca atenção à pesquisa. A formação em pesquisa começa a se desenvolver com a fundação da Coordenação de Aperfeiçoamento de Pessoal de Nível Superior do Ministério da Educação (CAPES) em 1951 e, especialmente, após sua reestruturação em 1964. Os programas de pós-graduação em psicologia implantados entre 1965 e 1980 enfrentaram dificuldades de inserção em suas instituições e de assumir um perfil coerente com a formação de pesquisadores e de docentes para o ensino superior. Mesmo assim contribuíram para na formação de doutores e para o desenvolvimento da pesquisa no Brasil. As características atuais foram se delineando na década de 1980, sendo incorporadas pelos novos programas, dentre eles, o Programa de Psicologia da Universidade Federal do Rio Grande do Sul (UFRGS). Este artigo reúne anotações sobre as condições fundadoras e os fundamentos que estão associadas à trajetória bem sucedida do Programa de Pós-Graduação em Psicologia da UFRGS, descrevendo a história de sua implantação, seus fundamentos, seus princípios básicos e sua forma de funcionamento.; Brazilian Institutions of Higher Education were conceived in Brazil in the 19th century as centers of professional training which offered undergraduate programs giving little attention to research. A systematic research training started in 1951 with the creation of CAPES...

Entre o kháos e o kósmos, a demiourgía da excelência: a seleção de pessoal como regulação, normalização e mediação no contexto das novas políticas de gestão de recursos humanos

Vizzaccaro-Amaral, André Luís
Fonte: Universidade Estadual Paulista (UNESP) Publicador: Universidade Estadual Paulista (UNESP)
Tipo: Dissertação de Mestrado Formato: 155 f. : il.
POR
Relevância na Pesquisa
26.27%
Pós-graduação em Psicologia - FCLAS; Os altos índices de desemprego e subemprego no Brasil e no mundo requerem uma reflexão mais cuidadosa acerca dos impactos da nova ordem global. De um lado, um mundo globalizado, com suas demandas, ofertas e concorrências, uma disposição de forças que se chocam e que se atravessam (o ―kháos‖) e, do outro, a organização (o ―kósmos‖), com sua forma e sua ordem, construída com base em conceitos e teorias do mundo da ciência, da ordem e do controle (o ―Bem‖ e as ―idéias‖), por meio de seu arquiteto, o gestor (o ―demiourgós‖). A competência do gestor em controlar seus recursos organizacionais, nesse contexto, tem o propósito de garantir a produção da excelência necessária à sobrevivência de sua organização (a demiourgía da excelência). Por intermédio do mito cosmogônico de Platão, no Timeu, da psicodinâmica do trabalho e do estudo dos fenômenos de poder nas organizações, buscou-se compreender a participação do processo formalizado de seleção de pessoal, e do profissional envolvido em sua realização, na demiourgía da excelência nas organizações (uma vez que ela visa a garantir o controle de qualidade já no processo de provisão de pessoal)...

A Psicologia do trabalho e das organizações na formação do psicólogo no Brasil

Lima, Fellipe Coelho
Fonte: Universidade Federal do Rio Grande do Norte; BR; UFRN; Programa de Pós-Graduação em Psicologia; Psicologia, Sociedade e Qualidade de Vida Publicador: Universidade Federal do Rio Grande do Norte; BR; UFRN; Programa de Pós-Graduação em Psicologia; Psicologia, Sociedade e Qualidade de Vida
Tipo: Dissertação Formato: application/pdf
POR
Relevância na Pesquisa
26.3%
This research has aimed to analyze the presence of the Work and Organizational Psychology (WOP) at the psychologist s undergraduate education after 2004 s National Curricular Guidelines in Brazil. It has investigated in 43 Brazilian undergraduate courses of Psychology how their Course Pedagogical Projects (CPPs) approach the WOP issues. For that investigation, the CPPs, the subjects programmes related to the WOP and the curriculum grid have been accurately read and analyzed. Categories created by similar studies have also been used. The studied knowledge field has been cited by 41 courses, mainly on the definition of the egress s professional profile, on the expected competences and on the psychologist s formation process lines. Moreover, 28 courses have disposed curricular emphasis on the WOP and 12 have provided professional practices on that Psychology s field. All the courses have displayed, at least, one subject related to the WOP and in 29 cases there have been found between two and six subjects concerned to that field of Psychology, occupying nearby 10% of the whole courses credit hours. It has been verified that the Work and Organizational Psychology is allied to discussions about Quality of Life and Health of the Worker...

Relative importance of false positives in the selection process

Fernandez de Cueto, Julio
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica
EN
Relevância na Pesquisa
26.41%
This study investigated the role of contextual factors in personnel selection. Specifically, I explored if specific job factors such as the wage, training, available applicant pool and security concerns around a job, influenced personnel decisions. Additionally, I explored if the individual differences of decision makers played a role in how the previously mentioned job factors affected their decisions. A policy-capturing methodology was employed to determine the weight participants place on the job factors when selecting candidates for different jobs. Regression and correlational analyses were computed with the beta weights obtained from individual regression analyses. The results obtained from the two samples (student and general population) revealed that specific job characteristics did indeed influence personnel decisions. Participants were more concerned with making mistakes and thus less likely to accept candidates when selecting candidates for jobs having high salary and/or high training requirements. ^

Personnel Selection, Safety Performance, and Job Performance: Are Safe Workers Better Workers?

Drew, Erica N
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica Formato: application/pdf
Relevância na Pesquisa
36.23%
The present dissertation consists of two studies that combine personnel selection, safety performance, and job performance literatures to answer an important question: are safe workers better workers? Study 1 tested a predictive model of safety performance to examine personality characteristics (conscientiousness and agreeableness), and two novel behavioral constructs (safety orientation and safety judgment) as predictors of safety performance in a sample of forklift loaders/operators (N = 307). Analyses centered on investigating safety orientation as a proximal predictor and determinant of safety performance. Study 2 replicated Study 1 and explored the relationship between safety performance and job performance by testing an integrative model in a sample of machine operators and construction crewmembers (N = 323). Both Study 1 and Study 2 found conscientiousness, agreeableness, and safety orientation to be good predictors of safety performance. While both personality and safety orientation were positively related to safety performance, safety orientation proved to be a more proximal determinant of safety performance. Across studies, results surrounding safety judgment as a predictor of safety performance were inconclusive, suggesting possible issues with measurement of the construct. Study 2 found a strong relationship between safety performance and job performance. In addition...

Personnel selection, safety performance, and job performance: Are safe workers better workers?

Drew, Erica Noelle
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica
EN
Relevância na Pesquisa
36.17%
The present dissertation consists of two studies that combine personnel selection, safety performance, and job performance literatures to answer an important question: are safe workers better workers? Study 1 tested a predictive model of safety performance to examine personality characteristics (conscientiousness and agreeableness), and two novel behavioral constructs (safety orientation and safety judgment) as predictors of safety performance in a sample of forklift loaders/operators (N = 307). Analyses centered on investigating safety orientation as a proximal predictor and determinant of safety performance. Study 2 replicated Study 1 and explored the relationship between safety performance and job performance by testing an integrative model in a sample of machine operators and construction crewmembers (N = 323). Both Study 1 and Study 2 found conscientiousness, agreeableness, and safety orientation to be good predictors of safety performance. While both personality and safety orientation were positively related to safety performance, safety orientation proved to be a more proximal determinant of safety performance. Across studies, results surrounding safety judgment as a predictor of safety performance were inconclusive, suggesting possible issues with measurement of the construct. Study 2 found a strong relationship between safety performance and job performance. In addition...

Readiness, resilience, and readjustment: a psychological investigation of human factors across the deployment cycle of contemporary peace support operations

Murphy, Peter Joseph
Fonte: Universidade de Adelaide Publicador: Universidade de Adelaide
Tipo: Tese de Doutorado
Publicado em //2008
Relevância na Pesquisa
26.23%
Contemporary peacekeeping missions are complex, demanding, and potentially hazardous. There is general agreement that psychological factors are crucial to effective individual and collective performance of the military personnel deployed in support of these missions. This research has examined the human dimensions associated with capability, functioning, and health across the deployment cycle. The aim of this research was to increase understanding of the psychological issues associated with peace support operations at the individual, group, and organisational levels. The study applied precepts of the transactional model of stress (Lazarus & Folkman, 1984) to the context of military deployment on peace support operations. The overarching Human Dimensions of Operations model for this research incorporated stressor, buffer, and outcome components within the multi-level structure of the military organisation and across the stages (pre, peri, post) of deployment. Participants were Canadian and Australian military personnel deployed on Peace Support Operations. The dissertation comprised seven chapters. Chapter One provided an introduction to the psychological challenges posed by peace support operations and the research opportunities these missions afford. The second chapter detailed the methodology and psychometric evaluation of several measurement scales that were developed as part of this research in order to address the unique characteristics of peace support operations. Each of the six scales examined proved to have a meaningful component structure and adequate subscale reliabilities. The third chapter was devoted to an examination of the psychometric properties of a measure of psychological climate factors...

SCHOOL SIZE AND YOUTH VIOLENCE: POTENTIAL MEDIATING AND MODERATING ROLE OF SCHOOL CONNECTEDNESS

Volungis, Adam Matthew
Fonte: [Bloomington, Ind.] : Indiana University Publicador: [Bloomington, Ind.] : Indiana University
Tipo: Doctoral Dissertation
EN
Relevância na Pesquisa
26.33%
Thesis (Ph.D.) - Indiana University, Psychology, 2011; Youth violence continues to be considered a public health concern in the United States. Extant research indicates school size is positively associated with youth violence. School connectedness (i.e., the quality of perceived relationships between students and school personnel) has been found to be inversely associated with youth violence. This study utilized longitudinal data to test the possible mediating and moderating effects of school connectedness between school size and youth violence. The participants were obtained from Waves I and II of the National Longitudinal Study of Adolescent Health (Add Health), a nationally representative ongoing survey of 7th through 12th grade students in the United States. A series of multilevel models using Hierarchical Linear Modeling (HLM6) procedures were compared. Results did not support school connectedness as a moderator; however, results did support school connectedness as a mediator between school size and youth violence. Although no direct relationship was found between school size and youth violence, there was a significant inverse relationship between school size and school connectedness and a significant inverse relationship between school connectedness and youth violence. These findings highlight the importance of how the quality of individual student-school personnel relationships can play a role in preventing violence both within and outside of the school setting. Furthermore...

The personnel assessment center : an aid in the selection of personnel for cross-cultural assignments.

Zuga, Leonard F.
Fonte: Escola de Pós-Graduação Naval Publicador: Escola de Pós-Graduação Naval
Tipo: Tese de Doutorado Formato: 173 p.; 26 cm.
EN_US
Relevância na Pesquisa
36.31%
The assessment center is described as a method of personnel selection based on multiple personality assessment techniques. Through a review of literature, the reader is introduced to multiple assessment via a brief history of assessment center development and an overview of current assessment methods and applications. Next, the personality characteristics of personnel most likely to succeed in a cross-cultural environment are investigated, followed by a review of recent military research which is aimed at improving selection and training of personnel for cross-cultural assignments. The writer proposes a prototype assessment program for the selection of personnel to be assigned overseas. The proposed program is based on existing knowledge of the psychology of the overseas adjustment problem and reflects the writer's opinions generated in the conduct of research for this project; http://archive.org/details/personnelassessm00zuga

What is military psychology? Symposium Proceedings

Arima, James K., ed
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Relatório
ENG
Relevância na Pesquisa
36.48%
Symposium proceedings: papers presented in a symposium entitled "What is Military Psychology", held on 3 September 1979 at the 87th Annual Convention of the American Psychological Association in New York City; Five papers representing different frames of reference examine the question 'What is Military Psychology?' Their objective is to ferret out the unique aspects of psychology as its is practiced in the military environment that differentiate it from research in, and applications of, psychology in other settings. The purpose in doing this is to sharpen the focus and improve the products of military psychology. Areas examined cover (1) human-machine systems, (2) military personnel, training, and organizational effectives; (3) psychological operations/warfare and the area of 'hearts and minds'; (4) community mental health, consultation to command, and the psychologist in uniform; and (5) stress, fitness, and the relationships of military psychology with its neighboring disciplines in the biomedical sciences. Constraints and ethical considerations in the use of psychology in the military environment and in the pursuit of military objectives are considered. (Author); Prepared for: Naval Postgraduate School Monterey, California; http://archive.org/details/whatismilitaryps00arim

Information search in personnel selection decisions: The influence of affirmative action, decision set, and selection ratio

Swerdlin, Marnie Rose
Fonte: Universidade Rice Publicador: Universidade Rice
Tipo: Thesis; Text Formato: 464 p.; application/pdf
ENG
Relevância na Pesquisa
36.17%
A series of three laboratory experiments examined effects of affirmative action (AA) employment policies, decision set (in terms of accepting or rejecting applicants), and selection ratio (ratio of applicants to available positions) on amount, duration, content, and sequence of information search on job applicants, on personnel selection decisions, and on judgments of applicants. AA was investigated only in conjunction with a concern for hiring qualified applicants and only with respect to applicant gender (not race/ethnicity). The target job was a slightly male sex-typed job. A computerized information board tracked information search. When no decision set was provided, AA increased (decreased) the amount of search on female (male) applicants when considering search on females relative to males and decreased the time spent on males. More females (and fewer males) were hired in the presence than absence of an AA policy unless there was a high selection ratio with no decision set provided. More failure-relevant information about applicants was sought in a reject than accept decision set when there was not an AA policy. Amount of intradimensional search (search by attribute across applicants) was greater in a reject than accept decision set. Decision set also affected ratings of applicant qualifications. The amount and duration of search on applicants who were selected was greater for a low than high selection ratio. The same pattern held for duration per item of information on applicants who were selected if there was an accept decision set or no decision set was provided. Decision makers were more (less) accurate in identifying the best- (least-) qualified applicants when there was a low than high selection ratio. When comparing the number of females hired relative to their proportion in the applicant pool...

Career paths of psychology graduates

de Looper, Michael Willem
Fonte: Universidade Nacional da Austrália Publicador: Universidade Nacional da Austrália
Tipo: Thesis (Masters); Master of Philosophy (MPhil)
EN_AU
Relevância na Pesquisa
26.28%
Little is known about the employment patterns and career paths of psychology graduates following their graduation from university. The responses of 576 psychology graduates from five major metropolitan universities to a postal survey were studied in order to ascertain their career paths following graduation. Although a majority of graduates undertook studies in psychology in order to pursue a career in psychology, less than 20 per cent ultimately worked as psychologists. The remainder found careers in a wide variety of occupations and industries, mostly as professionals within the community services industry. Employment histories of three graduate cohorts were followed throughout the 1980's, in order to examine changes in the psychology labour market over time. Increasing proportions of graduates found employment as managers administrators and para-professionals, at the expense of traditional positions within the professionals sphere. Specifically, occupations in research, welfare and business increased in popularity, occupations in psychology and personnel remained steady, and clerical and teaching positions declined in popularity. Private sector employment increased steadily throughout the 1980's, whereas government and education sector employment decreased...

Assessing the construct validity of a measure of learning agility

Connolly, James J
Fonte: FIU Digital Commons Publicador: FIU Digital Commons
Tipo: Artigo de Revista Científica
EN
Relevância na Pesquisa
26.23%
This study examined the construct validity of the Choices questionnaire that purported to support the theory of Learning Agility. Specifically, Learning Agility attempts to predict an individual's potential performance in new tasks. The construct validity will be measured by examining the convergent/discriminant validity of the Choices Questionnaire against a cognitive ability measure and two personality measures. The Choices Questionnaire did tap a construct that is unique to the cognitive ability and the personality measures, thus suggesting that this measure may have considerable value in personnel selection. This study also examined the relationship of this pew measure to job performance and job promotability. Results of this study found that the Choices Questionnaire predicted job performance and job promotability above and beyond cognitive ability and personality. Data from 107 law enforcement officers, along with two of their co-workers and a supervisor resulted in a correlation of .08 between Learning Agility and cognitive ability. Learning Agility correlated .07 with Learning Goal Orientation and. 17 with Performance Goal Orientation. Correlations with the Big Five Personality factors ranged from −.06 to. 13 with Conscientiousness and Openness to Experience...

Relação entre a crença de autoeficácia docente e a síndrome de Burnout em professores do ensino médio; Relationship between teachers' self-efficacy beliefs and Burnout in secondary school teachers

Luiza Cristina Mauad Ferreira
Fonte: Biblioteca Digital da Unicamp Publicador: Biblioteca Digital da Unicamp
Tipo: Tese de Doutorado Formato: application/pdf
Publicado em 21/02/2011 PT
Relevância na Pesquisa
26.33%
O objetivo desse estudo foi verificar as relações existentes entre a variável psicológica, a autoeficácia docente, que é a crença que o professor tem na sua capacidade de escolher rumos de ação onde consiga melhores resultados com seus alunos conforme proposto por Bandura, a Síndrome de Burnout, que é uma resposta afetiva a uma contínua e prolongada exposição a fatores estressantes composta de três dimensões: Exaustão física e emocional, Despersonalização e Falta de realização profissional, bem como as relações desses dois construtos com as variáveis pessoais, contextuais e estruturais da função docente. Um total de 100 professores do Ensino Médio do estado de Minas Gerais no Brasil participou da investigação. Os instrumentos utilizados foram: um questionário de caracterização de Iaochite (2007), a escala de Burnout Docente CBP-R- Cuestionário de Burnout Del Professorado (Jimenez et al 2000) que apresentou evidências de validade com escores alfa de Cronbach para os três fatores (Fator I- Estresse de Papel, Exaustão Emocional, Despersonalização e Falta de Realização Profissional a= 0.907; Fator II (Supervisão e Condições organizacionais a= 0.879 e Fator III ( problemática Administrativa) a= 0.813; e a escala de Autoeficácia Docente de Polydoro et al (2004) que também apresentou evidências de validade com a= 0.944 para a escala total. As relações entre os itens que compõem ambas as escalas foram elevadas e significativas (p<0001) na maioria deles. Foram encontradas médias moderadas de autoeficácia docente (M=4.53) e níveis médios significativos de Burnout (M= 2.62). As correlações inversas verificadas entre os dois construtos foram significativas entre as duas dimensões da escala de autoeficácia docente...

Experiências e vivências de psicólogas organizacionais e do trabalho em seleção de pessoal.; Experiences and practices of psychologists who perform personnel selection activity.

Schossler, Ticiana; UFRGS - Porto Alegre - RS; Grassi, Vanise; UFRGS - Porto Alegre - RS; Jacques, Maria da Graça Corrêa; UFRGS - Porto Alegre - RS
Fonte: Revista Psicologia: Organizações e Trabalho Publicador: Revista Psicologia: Organizações e Trabalho
Tipo: info:eu-repo/semantics/article; info:eu-repo/semantics/publishedVersion; Formato: application/pdf
Publicado em 01/01/2005 POR
Relevância na Pesquisa
36.42%
O artigo discorre sobre as experiências e vivências de psicólogas que realizam a atividade de seleção de pessoal, considerando um mercado de trabalho marcado pelo desemprego e pela competição por postos de trabalho. Trata-se de pesquisa exploratória, realizada com dez psicólogas através de entrevistas semi-estruturadas. As narrativas foram submetidas à análise de conteúdo, buscando-se uma compreensão à luz do referencial teórico norteador da pesquisa. Os resultados apontam para uma diversidade de modalidades de seleção de pessoal, com experiências e vivências também diferenciadas, incluindo prazer e sofrimento. Constatou-se que, apesar da introdução de novos métodos e técnicas de seleção de pessoal, a atividade mantém como objetivo prever o grau de adaptação do indivíduo ao cargo e à organização, o que vai ao encontro de alguns princípios da psicologia desde a sua constituição como disciplina independente.; This article aims at identifying experiences and practices of psychologists who perform personnel selection activity in their daily work, considering the actual field of work, marked by the unemployement and competition for the labor market. This is an exploratory research, conducted with ten female psychologists through semi structured interviews. The results were analyzed by content analysis...

Recruitment and selection of personnel: old and new roll of the psychologist; Reclutamiento y selección de personal: viejo y nuevo rol del psicólogo

Blasco, Ricardo Diego; Universidade de Barcelona
Fonte: Revista Psicologia: Organizações e Trabalho Publicador: Revista Psicologia: Organizações e Trabalho
Tipo: info:eu-repo/semantics/article; info:eu-repo/semantics/publishedVersion; Formato: application/pdf
Publicado em 01/01/2004 POR
Relevância na Pesquisa
36.23%
The professional role of psychologists who work in Human Resources, and more specifically in Staff Recruitment and Selection, is undergoing profound modifications, in parallel to the rapid technological, economic and even philosophical changes taking place in society as a whole. This study is a brief analysis of the evolution of psychology applied to the field of Staff Assessment and Selection and its likely development in the future. Recent research in psychology, the use of new technologies to evaluate and recruit staff, the huge changes in the work market and the new challenges that organizations face today form the basis for this reflection.; El rol profesional de psicólogo que trabaja en Recursos Humanos, y más concretamente en Reclutamiento y Selección de Personal, está sufriendo una notable evolución, paralela a los cambios sociales, tecnológicos, económicos y hasta filosóficos que se están produciendo en el mundo actual en forma vertiginosa. En este contexto, es interesante plantear muy sintéticamente el trayecto desde los orígenes de la aplicación de la psicología a la evaluación y selección del personal, hasta nuestra proyección en un futuro inmediato que llega con gran rapidez e importantes cambios. Los nuevos conocimientos psicológicos...

Beliefs, attitudes and phobias among Mexican medical and psychology students towards people with obesity

Soto,Lucero; Armendariz-Anguiano,Ana Lilia; Bacardí-Gascón,Montserrat; Jiménez Cruz,A.
Fonte: Nutrición Hospitalaria Publicador: Nutrición Hospitalaria
Tipo: info:eu-repo/semantics/article; journal article; info:eu-repo/semantics/publishedVersion Formato: text/html; application/pdf
Publicado em 01/07/2014 ENG
Relevância na Pesquisa
36.19%
Background: A high prevalence of stigmatizing attitude among healthcare personnel towards obese people has been reported. Objective: To evaluate the beliefs, attitudes and phobias that Mexican medical and psychology students have towards obese people. Methods: A cross-sectional study was conducted with 528 students enrolled at the Autonomous University of Baja California in psychology and medical schools. Weight, height and waist circumference were evaluated. Beliefs about obesity were assessed with the BAOP scale, attitudes towards obese people by the ATOP scale and obesity phobias by the F-scale. Results: Participants achieved a mean F-scale score of 3.4. Only seven per cent showed neutral or positive attitudes towards obesity (≤ 2.5). Less fat phobia was associated with beliefs that obesity was not a result of the person's self-control (p = 0.0001) and had better attitudes towards obese people (p = 0.0001). Men had higher risk of fat phobia (OR = 1.5). Conclusions: High prevalence of phobias and negative attitudes towards obesity was observed. Men had higher stigma.

An overview of industrial and organisational psychology research in South Africa: a preliminary study

Schreuder,Dries; Coetzee,Melinde
Fonte: SA Journal of Industrial Psychology Publicador: SA Journal of Industrial Psychology
Tipo: Artigo de Revista Científica Formato: text/html
Publicado em 01/01/2010 EN
Relevância na Pesquisa
66.49%
ORIENTATION: The generation and development of knowledge for the benefit of the discipline of industrial and organisational psychology by means of research is a core academic focus. RESEARCH PURPOSE: The purpose of this study was to explore general research trends in the field of industrial and organisational psychology in South Africa from 1950 to 2008. MOTIVATION FOR STUDY: Research in the field tends to be influenced by either the changing needs of business or the occupational or personal fields of interest of academics, which often lead to an overemphasis on specific subdisciplines at the expense of others. This research aims to critically review dominant trends in the research focus areas in the field, in the light of present challenges in the changing work context. Recommendations are also made for possible future research. RESEARCH DESIGN, APPROACH AND METHOD: A broad systematic review was carried out to analyse documented published and accredited South African research in the field (n = 2501). MAIN FINDINGS: Although there has been a proportional decline in personnel psychology research since 1990, there has been a proportional increase in both organisational psychology and employee wellness research since 1980 and 1990, respectively. Some areas of the industrial and organisational psychology field appear to be consistently under-researched. PRACTICAL IMPLICATIONS: The insights derived from the findings can be used by academia and researchers in the field to plan future research initiatives. CONTRIBUTION/VALUE-ADD: The findings provide preliminary insights that contribute to the body of knowledge concerned with the industrial and organisational psychology field in the South African context.