Decent work: an aim for all made by all

The aim of this article is to analyse the 11 substantive elements of the Decent Work concept developed by the International Labour Organization. We identify 4 main aspects regarding the pursuit of decent work, which are challenges for the different agents who operate in society: (1) the responsibility shared among the various social agents; (2) cultural differentiation in expressing Decent Work; (3) its evolving character arising from the advancement of scientific knowledge; and finally, (4) the global interdependence in the scenario in which social agents operate. Four propositions aligned with those aspects are formulated, and consequences for research and intervention are proposed

Empirical Research on Decent Work: A Literature Review

Decent work is the sum of people’s aspirations in their working lives. This article aims to report the results of a systematically conducted literature review of empirical research concerning decent work. Electronic databases B-On and EBESCO host, using the keywords ‘decent work’ in the ‘title’ and ‘abstract’, yielded 689 citations. After a two-stage application of inclusion and exclusion criteria, 38 articles were retained for analysis. All studies were conducted between 2003 and 2017. The studies focused on work conditions in the case of decent work deficit, those workers not benefiting from decent work conditions, and what is necessary for the existence of decent work. Study samples consisted typically of workers from different sectors and countries. Data collection was mainly by interview or institutional statistical databases and most studies were descriptive and cross-sectional. The results of this review show that empirical research on decent work is grounded in various disciplines and is still in its early stages. Additionally, most studies report decent work deficit and do not cover the whole decent work concept. Medium, low, and very low development countries are under-researched.FC

Human resource management impact on knowledge management - Evidence from the Portuguese banking sector

Purpose – The purpose of this paper is to explain and empirically test the dependence of organizational processes related to knowledge on the nature of assumptions operating in processes of human resource management (HRM) in organizations. It concentrates on practices related to training, career development and retention. Design/methodology/approach – This empirical study as a quantitative nature and the sample is made up of 5,306 collaborators in 634 organizations belonging to an economic group in the banking sub-sector. Data were collected through two questionnaires: human resource management practices questionnaire and knowledge management questionnaire – short form. The model was tested by applying univariate and multivariate multiple regression analyses. Findings – Findings provide support for the proposed model and show the predictive capacity of the HRM practices regarding knowledge management (KM) processes, revealing a strong direct relationship between the two constructs. It stands out that the people management practices adopted from an organic and valued perspective possess a particular and distinctive capacity to predict and impact positively on KM processes. Practical implications – The findings may be used by human resources and KM practitioners interested in the development of organizational knowledge through human resource practices. Originality/value – Themain contribution of this study is to confirmthe close relationship of dependency between organizational management processes regarding people and knowledge, showing the positive effect of best practices of HRM on KM processes, as opposed to traditional or transactional practices

Differentiation of candida albicans strains by microsatellite multiplex PCR genotyping

Resumo da comunicação apresentado na conferência Candida and Candidiasis realizada em Março de 2004 em Austin, Texas EUA

Candida albicans microsatellite CAI-21b sequence

Sequência do alelo 21b do microssatélite CAI depositado na base de dados da NCBI em Julho de 2004

Decent work in the Economy for the Common Good reports: a documentary analysis

Purpose This paper aims to describe and characterise the actions carried out by Italian organisations participating in the Economy for the Common Good (ECG) movement and to analyse these actions through the lens of decent work (DW), identifying patterns leading to a typology and conceptual propositions on the subject. Design/methodology/approach A documentary analysis was conducted on 14 reports describing the actions taken by Italian organisations that belong to the ECG movement. Qualitative content analysis was performed using QSR-NVivo12. The descriptive analysis of the codes was made, as well as a cluster analysis based on coding similarity. Findings A total of 1,497 actions were coded, and four clusters, grouping sets of the common good reports, were identified. Results suggest that Customers, Business Partners and Staff and Owners are the most addressed stakeholders, human dignity and environmental sustainability are the most addressed values and Fulfilling and Productive Work and Fundamental Principles and Values at Work are the most addressed DW dimensions. Additionally, all clusters are intensive in environmental concerns but have differentiated priorities. Cluster analysis suggests three drivers: recognition, core business closeness and social common good impact. A total of five conceptual propositions are being made useable by organisational leaders who intend to adhere to the ECG movement. Research limitations/implications The main limitation is the low number of organisations participating in the ECG movement in Italy, which restricts the scope of the conclusions. Practical implications The results are helpful as inputs for designing interventions in organisations that intend to start or strengthen their involvement in the ECG movement. Originality/value Identifying DW aspects related to common good indicators and the four approaches to the ECG adhesion corresponding to the four clusters.FC

Knowledge management, customer satisfaction and organizational image discriminating certified from non-certified (ISO 9001) municipalities

Purpose The purpose of this paper is to ascertain the extent to which knowledge management (KM), customer satisfaction (CS) and organizational image (OI) discriminate quality-certified municipalities from non-certified ones (ISO 9001). Design/methodology/approach An empirical study was carried out involving 81 Portuguese municipalities (40 certified, 41 non-certified), paired in a random sampling procedure. The Knowledge Management Questionnaire (n=1,372 municipality employees), the Customer Satisfaction Questionnaire and the Organizational Image Questionnaire (n=3,096 residents) were applied. Multiple discriminant analysis was performed. Findings The results indicate that certified and non-certified municipalities are distinct based on a function that considers KM (competitive orientation and formal KM practices), CS (intangible and tangible factors) and OI (favorable image). Research limitations/implications The findings need further validation in other countries. However, the results highlight the importance of quality certification for both employees and residents. Practical implications The results encourage local public administration organizations to introduce and maintain quality certification. Originality/value This research is the only one, to the authors’ knowledge, that simultaneously explores organizational processes of KM, CS and OI in local public administration. The sampling procedure and the information from diverse data sources are unique contributions. The conclusions may aid practitioners and scholars in understanding these organizational phenomena in the context of quality-certified and quality non-certified municipalities

Editorial

https://doi.org/10.14195/1647-8606_62-1_0https://doi.org/10.14195/1647-8606_62-1_

Decent Work and Work Motivation in Knowledge Workers: the Mediating Role of Psychological Capital

This article aimed to investigate the role of Decent Work as a predictor of different types of Work Motivation and to explore the possible role of Psychological Capital in mediating this relationship. The Decent Work Questionnaire, the Multidimensional Work Motivation Scale, and the Psychological Capital Questionnaire were administered to 3004 knowledge workers, in Portugal and Brazil. Results from Structural Equation Modeling analyses support the hypothesized model, showing the predictor role of Decent Work and complete and partial mediation effects of PsyCap in different relationships between Decent Work motivation variables. The results also support the idea that a decent work context predicts more autonomous work motivations again with the mediation of PsyCap. In sum, the results suggest that decent work plays an important role in promoting a positive approach to work, and that Psychological Capital is an important mediating variable in the promotion of autonomous Work motivation. Limitations and practical implications conclude the article

Thertact-System: A Virtual Reality Exoskeleton Gait Training Simulator Controlled by Brain-Computer Interface

This paper presents a developer’s overview of the Thertact system that combines virtual reality, brain-computer-interface and thermal-tactile stimulation in a gait training simulator for a reha- bilitation protocol focused in promoting neurological recovery in spinal cord injured patients. We describe each part of the system, with special focus on aspects that have impact on the resulting overall sense of embodiment. The system comprises innovative aspects, such as the simulation of exoskeleton gait movement and thermal-tactile haptic feedback, and have shown promising results on a first case study with one patient in real hospital setting