Los cuidados parentales en la salud en instituciones del tercer nivel de atención : En busca del espacio del varón padre en las familias actuales

La tesina se desarrolla producto de la práctica preprofesional en el Hospital Municipal Infantil de la ciudad de Córdoba; en el área de internado. Se basa en la demanda que el servicio social de allí realizo en torno a la escasa participación de los varones-padres en torno a los cuidados parentales. Esta demanda, según sus autores, sienta sus bases en una necesidad social, en tanto hace hincapié en los derechos de los sujetos de la intervención, es decir, los grupos familiares. Para ello desarrollan en la tesina cuatro bloques a los que denominamos momentos; caracterizados centralmente por el reconocimiento del campo problemático, el diagnóstico, la estrategia y las apreciaciones finales, respectivamente. La tesina se basa en una estrategia de derechos humanos de varones, mujeres y niñas/os, y en la estimulación por sobre la imposición de nuevas formas de asumir la parentalidad, con miras a la construcción de procesos de salud integral en el ámbito familiar y social

Work-family responsiveness in organizations: The influence of resource dependence and institutionalization on program adaptation

Changes in workforce demographics, employee sentiments, and working conditions have increased attention on employees' needs to balance the demands of work life and family life. Despite apparent growing interest among companies to be responsive to these needs, the number of companies demonstrating high levels of work-family responsiveness is relatively small. The frameworks of resource dependence theory and institutional theory were used to develop a model to explain differences in work-family responsiveness among for-profit companies. The theoretical models were tested on survey data collected through a stratified random sample of 692 for-profit companies. The data were further enhanced with secondary data sources. While the institutional model explained more variance in work-family responsiveness than the resource dependence model, a model combining both theories best explains work-family responsiveness among for-profit companies. High industry-region diffusion of family-friendly benefits was one of several strong predictors of work-family responsiveness. Also, the greater the proportion of professionals in a company's industry, the greater was the level of work-family responsiveness. Companies that measured effectiveness outcomes were more likely to offer family-friendly benefits. The same was true for companies with more positive assessments regarding the impact of their family-friendly benefits. Organizations that were large, publicly traded, or had human resource departments also demonstrated greater levels of work-family responsiveness. Future research should include variables introduced in this study and should expand the range of variables as to include other theoretical perspectives. Policy makers for companies, advocacy groups and government leaders will find the results of this study beneficial. Companies operating in environments characterized by strong diffusion of family-friendly benefits among similar companies will be well served by developing policies and programs that conform to these norms. Advocates and government leaders should understand that recent interest in work-family responsiveness is unlikely equally benefit all sectors of employment

Organizational Commitment in a Self-Managing Work Team Environment

This study examines the determinants of organizational commitment in a self-managing work team setting. The data used in the study are from a sample of 313 employees in an electronics manufacturing plant. Chapter one introduces the reader to the topic of self-managing work teams and explains the relevance of commitment to this organizational structure. Chapter two is a review of the literature which focuses on commitment, its determinants, and two theories used to explain the relationship between them. The remaining chapters describe the methodology used in the study, explain the findings and draw conclusions. Of all the factors analyzed, only perceived organizational support and autonomy were found to influence commitment in this sample. The relevance of these findings for business and academia is discussed