The impact of Andean cultural values and idiosyncrasy on associative models for small farmers in Peru

制度:新 ; 報告番号:甲2755号 ; 学位の種類:博士(学術) ; 授与年月日:2009/1/26 ; 早大学位記番号:新495

Using the theory of planned behavior to predict nascent entrepreneurship

This study focuses on the factors that lead individuals to create new ventures. It draws on the social psychology literature and applies the theory of planned behavior to understand and predict nascent entrepreneurship. To test the integrity of this theory in predicting entrepreneurial behavior, this study uses data from the Global Entrepreneurship Monitor (GEM) research program in Peru. The findings of the study provide partial support for the theory. Implications of these findings are discussed.Este estudio analiza los factores que hacen que las personas creen nuevos negocios. El estudio se basa en la literatura sobre psicología social y aplica la teoría del comportamiento planeado para entender y predecir emprendimientos nacientes. Para probar la bondad de la teoría en predecir el comportamiento emprendedor, este estudio usa datos del programa de investigación del Global Entrepreneurship Monitor (GEM) en Perú. Los resultados del estudio brindan un soporte parcial a la teoría. El estudio discute las implicancias de sus hallazgos

How to retain Generation Y employees?

This study aims to understand the relationship that work-life balance and the perception of organizational support to work-life balance have with job embeddedness (construct that measures the reasons to remain in the organization) in the case of professionals belonging to Generation Y. A quantitative cross-sectional study was developed using instruments adapted from the literature. The sample consists of 211 members of generation Y with three or more years of work experience. The results of the analysis show that there is a positive relationship between work-life balance and job embeddedness in the sample of members of Generation Y. The study is relevant for both academic and professional aspects. The literature reviewed did not present a consensus on work-life balance and its relationship with job embeddedness; therefore the results help to understand this relationship. Likewise, this study focuses on work-life balance independently and not as the absence of conflict. In addition, in response to the demand from literature, young people from Generation Y have work experience in the sample. Considering work-life balance as a relevant factor generates the creation of organizational retention policies

Mutaciones por la resistencia al tratamiento antirretroviral en pacientes con VIH+1 de una IPS de la ciudad de Barranquilla - Colombia en el periodo de 2009 a 2013

En los pacientes VIH(+) en TARV, la tasa de fracaso virológico es del 50%,siendo responsable del 80% el desarrollo de resistencias TARV, por la gran heterogeneidad genética del VIH1, además la elevada tasa de mutaciones durante la replicación ARN viral, estas mutaciones le confieren resistencia TARV, las resistencias se identifican mediante métodos analíticos, Barranquilla no reporta estudios que muestre mutaciones de resistencia de nuestros pacientes, por lo cual adelantamos un estudio descriptivo retrospectivo a un total de 936 pacientes adultos VIH+ en terapia (TARV), de una IPS de Barranquilla, en el periodo del 2009-2013, le realizaron genotipificación del virus para determinar mutaciones, algunos presentaron falla virológica y otros no, los resultados fueron que el 37%(346) de los pacientes eran mujeres y 70%(590) hombres, la edad 51%(480) tenían 18-34 años y 46%(428) 35-60 años, 3%(28) más de 60 años. El contagio en 99%(930) fue sexual, las comorbilidades fue anemia 31%(291) , embarazo 7,47%(70), hepatitis B 3.52%(33), Tuberculosis 2.7%(25), trastornos psiquiátricos 2.9%(27), otras enfermedad renal, enfermedad coronaria, sarcoma de Kaposi, hepatitis C, sin comorbilidades 50%(468). Las mutaciones de resistencia fueron 202 diferentes, L63P 54%(134), R41K 31%(77), I93L 28%(69), I62V 27%(67), V77I 25%(62), M36I 21%(53), I15V 19%(47), E35D 15%(37), I13V 14.5%(36), L10I 13%(32), K103N 12.5%(31), M184V 9.6%(24), D60E 9%(22), V118I 8.4%(21), L63T 8.4%(21), I62IV 8%(20), se observó el 50%(475) de los pacientes con TARV presentan dislipidemia, sin diferencia significativa entre los grupo que tenían resistencia a la TARV y sin resistencia , la mutaciones de resistencia más frecuente L63P, asociada a resistencia a NRTI+NNRTI. Este estudio sirve para orientar al médico tratante a escoger la terapia inicial y de rescate.MaestríaMagister en Epidemiologi

Supervisor’s behavioral complexity: Ineffective in the call center

An ample repertoire of leadership behaviors available to the manager is expected to guarantee his/her effectiveness transcending situations, but research in the call-center context has identified a specific form of effective supervision: people-oriented leadership. The purpose of this paper is to compare the effectiveness of leader behavioral complexity vis-à-vis people-oriented supervision. 268 employees out of 728 of a Peruvian call center filled in an on-line survey that included, among other questionnaires, the Competing Values Framework Managerial Behavior Instrument in reference to their front-line supervisor. The study analyzed the relationships between supervisory leadership and subordinate turnover intention and absenteeism. Behavioral complexity, like people-oriented leadership, predicted subordinate turnover intention but did not predict subordinate absenteeism, which people-oriented leadership did when other leadership orientations (to change, results, processes) were held constant. Our explanations consider that absenteeism is a concrete behavior and turnover intention an abstract attitude. The findings are consistent with the call-center literature, suggest important boundaries to the concept of manager behavioral complexity, and highlight the need for contingency theories of leadership effectiveness