Políticas de Gestão de Pessoas (GP) e Responsabilidade Social Corporativa (RSC): relação propositiva por meio da revisão integrativa

A pesquisa visa desenvolver argumentos sobre relação entre a área da Gestão de Pessoas (GP) com o campo da Responsabilidade Social Corporativa (RSC) por meio de revisão integrativa da literatura. Para tanto, segue-se com uma abordagem descritiva, por meio de seleção de artigos disponíveis no Scientific Electronic Library Online (Scielo) e Scientific Periodicals Electronic Library (SPELL), dos últimos 5 anos com coleta de dados em novembro de 2021. Após 4 levantamentos com os descritores ‘gestão’ e ‘responsabilidade’ ‘pessoas’ ou ‘recursos humanos’, resultou em 47 artigos no SPELL e 21 artigos no Scielo. Com a análise de conteúdo foram tecidos argumentos em torno da integração das categorias ‘Recursos humanos e organizações sociais’, ‘Organizações sociais e a representação voluntária’, ‘Dilemas éticos sobre as informações’, ‘Guardiões da ética’, ‘Suporte’, ‘Mão-de-obra, capital e qualidade’, ‘Servidores públicos’, ‘Conduta humanizadora dos processos’, ‘Gestão de recursos humanos no setor público’, ‘Público interno, postura socialmente responsável’, ‘Negociações’, ‘Criatividade, função geração de ideias’, ‘Avaliação de desempenho e participação’, ‘Recursos humanos, Leis e Teletrabalho’, ‘Pró-negócio inclusivo e Sustentável’, ‘Ausência de modelo transcultural (oriente e ocidente)’, ‘Discursos versus prática’, ‘Ecossistema, diversificação da economia local’, ‘Equidade de gênero, diversidade geracional, interseccionalidade – diferenças sociais, de gênero e competências’, ‘Hierarquias, burocracias excessivas’, ‘Economia do conhecimento’, ‘Visão de mundo progressista’. Os argumentos envolvem a urgência face a emergência dos estudos com foco no pensar coletivamente sobre como responder às necessidades da sociedade, convocando as pessoas para projetar organizações mais colaborativas, resilientes e responsivas

Diversifying Funds to Enhance Financial Sustainability of a County Library System

Existing research has focused on the financial challenges affecting public libraries and how to improve library efficiency and funding. However, it is unknown how financial diversification could improve the economic fortunes of public libraries. The purpose of this study was to illuminate the unique structural, legal, and operational dynamics associated with adopting a financial diversification strategy in the Clayton County Library System (CCLS), Georgia, and to explore what would support or hinder the implementation of such a strategy. Using modern portfolio theory, the research explored how the CCLS could diversify its funding sources. A qualitative single-case study was conducted to gather information from a sample of library personnel: 2 library directors, 7 assistant directors, 6 branch managers, and 3 grant writers. Budget documents and meeting minutes over a 3-year period were also reviewed. The data were analyzed using a content analysis method, and were coded inductively. Interview data were triangulated with the results of a review of budget documents, meeting minutes, and related literature. Study findings revealed that financial diversification was an effective strategy for the participants in this study, but such diversification would be complex for the broader CCLS because of stakeholders\u27 concerns about CCLS\u27s organizational characteristics, legal frameworks, and management attitudes. The study findings may be used as a basis for further empirical investigations on adoption of financial diversification plans in public libraries. Positive social change is expected to result from this study because it provides useful data to policymakers, library administrators, and other stakeholders seeking ways to sustain public library funding

Evaluation of a novel approach to measuring well-being in the workplace

The well-being of employees is an important issue. Researchers, policy makers and organisations are directing more resource into this field as the link between the health of people and their performance in the workplace becomes increasingly understood. This research programme examines how employee well-being can be measured. Having the right tools to successfully appraise well-being at the outset is judged to be imperative where any research or organisational programme to bring about change is under consideration. A review of existing methods indicates that the current provision of scales to assess the well-being of workers is limited and the construction techniques used in their development may be improved upon. At the core of this study is the testing of a new measurement framework which seeks to address these deficiencies. This innovative approach is taken from one established practice used to assess the well-being of patients using health related quality of life instruments. Three organisations participated in the study; a call centre operation, a police force and a county-based library service. Using qualitative and quantitative methodologies, three pilot questionnaires were constructed using Impact Analysis; an established procedure deployed in health related quality of life settings. Basic findings from each case study were analysed against conventional construction methods and against existing employee well-being scales. Results were also examined in respect of how they compared with the wider literature on employee well-being. ii The Impact Analysis method was critically appraised. Although weaknesses in respect of some of the qualitative phases of analyes were noted, the overall notion of transferring the practice of Impact Analysis to an occupational setting was assessed as cautiously encouraging. While this scale construction method lacks the statistical elegance of factor analytical methods, provisional indications suggest potential benefits in content validity over extant occupational scales where the assessment of a study population’s own experiences are critical to any well-being evaluation strategy. Based on the findings, a new operational definition for employee well-being is posited. A new, working model is also proposed. This emphasises for the first time, the need for specificity when researchers and organisations are seeking to evaluate a multi-dimensional, subjective construct that is employee well-being. Limitations regarding the study are noted. This means that the findings should be treated as tentative rather than conclusive. Nevertheless, it is hoped that this study will inject new thinking on how employee well-being may be evaluated using an alternative approach. By doing so, it is ventured that research communities and employers alike may take up the methods described in this study to conduct assessment programmes that could benefit not just the study teams or the employers, but importantly, the workers themselves.EThOS - Electronic Theses Online ServiceGBUnited Kingdo