In terms of section 186(1)(e) of the Labour Relations Act 66 of 1995 constructive dismissal occurs where an employee terminated a contract of employment with or without notice because the employer made continued employment intolerable. Work stress is becoming more and more imminent in the workplace. Some employees feel that the amount of work stress also makes their continued employment intolerable, and then they claim constructive dismissal. This raises the question whether the courts should apply the same tests they apply in constructive dismissal cases as well as in cases where the employee resigns because of work stress. But, if the same tests that are used to determine if there has been a constructive dismissal are used in a case where an employee resigns because of work stress, a real danger exists because then it can lead to the misuse of a claim of constructive dismissal by employees who cannot handle a minimum amount of work stress. Over the years the courts have indicated that they apply an objective test in cases of constructive dismissal. This leads to the argument whether subjectivity should play a role, and whether one should look at the subjective perspective of both the employer and the employee. This research looks at numerous court decisions, from both the South African legal system as well as the United Kingdom legal system, in order to determine which tests the South African courts need to apply when they are confronted with a constructive dismissal claim where the employee resigned due to work stress. Constructive dismissal – resignation – work stress – stress due to an excessive workload – work stress and employee wellness – stress based claims. / Thesis (LL.M. (Labour Law))--North-West University, Potchefstroom Campus, 2011

L’absentéisme au travail en raison de santé représente un enjeu important dans la société actuelle puisqu’il est en constante croissante. Il engendre plusieurs conséquences négatives pour les entreprises québécoises. Nous nous intéressons à l’absentéisme au travail en raison de santé, abordé sous un angle juridique. Le but de notre recherche consiste à identifier, à partir d’un échantillon de soixante-dix-sept décisions jurisprudentielles, les manquements fautifs et non fautifs qui constituent une cause juste et suffisante de congédiement dans les cas d’absence au travail en raison de santé. En ce qui concerne les manquements fautifs, nos résultats démontrent qu’occuper un second emploi durant une absence du travail, effectuer des activités incompatibles avec l’état de santé déclaré, faire des fausses déclarations, falsifier des documents médicaux, le défaut d’aviser lors d’une absence du travail sans autorisation, le défaut d’aviser lors d’une absence du travail en présence d’une convention collective, le refus de retourner au travail à la suite d’une directive de l’employeur et le refus de fournir les informations médicales nécessaires ne constituent pas indéniablement une cause juste et suffisante de congédiement. Pour les manquements non fautifs, notre analyse montre que les manquements reliés à l’assiduité au travail en présence et en l’absence d’une convention collective et les manquements reliés à la capacité de reprendre le travail en l’absence et en présence de limitations fonctionnelles psychologiques et physiques et en tenant compte du risque pour sa santé et sa sécurité ou risque pour celles des autres ne sont pas dans tous les cas une cause juste et suffisante de congédiement. Il appert, dans les décisions analysées en fonction des critères de Wohl c. Joly, que l’employeur doit démontrer les trois éléments pour qu’ils constituent une cause juste et suffisante de congédiement. / Absenteeism at work due to health represents an important stake in today's society since it is constantly increasing. It creates several negative consequences for Quebec Enterprises. We are interested in work absenteeism due to health, from a legal perspective. The purpose of our research consist in identifying, from a sample of seventy-seven judicial decisions, faulty or not faulty circumstances which constitute a fair and sufficient reason for dismissal in cases of absence from work due to health. As for faulty instances, our results show that to occupy a second job during an absence from work, to carry out incompatible activities with against health limitations, making false statements, falsifying medical documents, failing to notify an absence from work without authorization or in the presence of a collective labour agreement, to refuse to return to work following a directive from the employer or to provide the necessary medical information do not constitute irrefutably a fair and sufficient reason for dismissal. For not faulty incidents, our analysis shows that the incidents related to assiduity at work with or without a collective labour agreement, instances related to the ability to return to work with or without psychological and physical limitations and by taking into account the risk for one’s health and safety, or the risk for others are not at any rate a fair and sufficient reason for dismissal. It seems, in the decisions analyzed according to the criteria Wohl c. Joly, that the employer must prove the three elements that constitute a fair and sufficient reason for dismissal.

Salariat et liberté d'expression : la contradiction apparaît irréductible. La subordination inhérente à la relation de travail semble en effet exclure l’exercice de cette liberté. Le salarié, parce qu’il demeure citoyen, doit toutefois en jouir de façon effective. Le représentant élu et désigné, parce que le mécanisme de la représentation collective l’exige, doit également le pouvoir. Accorder au salarié une telle liberté peut s’avérer dangereux pour l’autorité de l’employeur ou la survie de l’entreprise. Des notions floues, complexes à circonscrire, telles que l’obligation de confidentialité ou l’abus, peuvent autoriser l’employeur à restreindre l’exercice par le salarié de la liberté d'expression et à le sanctionner. Face au mutisme du législateur et à l’indécision du juge, l’insécurité règne. S’impose alors de dégager une définition plus précise et une articulation plus cohérente des règles légitimant tant l’exercice par le salarié de cette liberté que sa limitation par l’employeur. Bien que périlleuse, cette quête d’équilibre mérite d’être entreprise afin que le caractère nécessaire de cette liberté au monde du travail se révèle. Salariat et liberté d'expression : la contradiction n’apparaîtra qu’apparente. / The employee status and freedom of expression : the contradiction appears to be irreducible. The subordination, which is inherent to the employment relationship, seems indeed to exclude the exercice of such freedom. The employee, because he remains a citizen, must however enjoy it in an effective way. The elected and designated representative, because the collective representation mecanism commands it, must enjoy it as well. Granting the employee with such freedom may prove dangerous for the authority of the employer and the survival of the company. Vague notions, that are hard to define, such as the duty of confidentiality or the abuse of right, authorize the employer to restrict the exercice of this freedom by his employee and to sanction him. Given the legislative mutism and the judge's indecision, insecurity is prevailing. It therefore becomes essential to draw a more precise definition and a more coherent articulation of the rules legitimating the exercise of this freedom by the employee, as well as its limitation by the employer. Althought it is jeopardous, this search for balance deserves to be attempted, so that it is revealed that such freedom is essential to the world of work. The employee status and freedom of expression : the contradiction will eventually reveal to be only apparent.

In linea di principio, la sentenza può essere definita come il provvedimento giurisdizionale con cui il giudice definisce la controversia, confermando o negando – nel contesto specifico del processo penale – l’ipotesi di colpevolezza dell’imputato. Sennonché, l’impostazione tradizionale – fedele ai consueti metodi dell’indagine giuridica – considera la sentenza esclusivamente in qualità di atto processuale, esaminando la relativa disciplina per individuare i requisiti di validità ed efficacia dell’atto stesso. La presente ricerca, invece, si propone di approfondire lo studio della sentenza penale quale “giudizio”, vale a dire come epilogo del percorso conoscitivo compiuto dall'organo giurisdizionale per giungere alla ricostruzione dei fatti controversi, nonché, alla loro adeguata qualificazione giuridica. In questa prospettiva, le disposizioni che regolano la formazione e i contenuti della sentenza penale vengono prevalentemente in rilievo, in quanto stabiliscono i confini e i percorsi normativi delle operazioni gnoseologiche compiute dal giudice nella fase conclusiva del processo. Esaurite le premesse di carattere metodologico (capitolo I), l’indagine prende le mosse (capitolo II) dalla ricostruzione storica e dogmatica della “sentenza penale”, poiché l’estensione della categoria in esame dipende sia dalla complessiva struttura del processo, sia dalle scelte contingenti operate dal legislatore. In seguito, si approfondisce (capitolo III) la posizione specifica della sentenza nel contesto del procedimento penale, muovendo dalle dottrine generali del processo e giungendo al ruolo che la decisione giurisdizionale assume nell’ambito del cosiddetto “giusto processo”. Nel capitolo IV, si opera un confronto fra le operazioni conoscitive che costituiscono il proprium dell’attività giurisdizionale, rispetto alle metodologie adottate – rispettivamente – nell’indagine di carattere storico e nell’ambito delle scienze sperimentali. Successivamente (capitolo V), si trattano i principali profili di ricostruzione fattuale che caratterizzano la sentenza penale: in particolare, l’attenzione si sofferma sulla configurazione delle regole decisorie tipiche del processo penale e sul dovere di motivazione che incombe sull’organo giurisdizionale. Infine (capitolo VI), viene analizzata la configurazione strutturale del cosiddetto “post dibattimento”, per dimostrare che la decisione giurisdizionale può essere solo convenzionalmente considerata come una realtà processuale unitaria (la sentenza penale), laddove l’analisi normativa lascia intravvedere una serie di comportamenti, che integrano una complessa fattispecie a formazione progressiva. / Sentence can be defined, as a matter of principle, like the decision through which the Court puts an end to the dispute, validating or denying – particularly in criminal cases – the original accusation formulated by the public prosecutor. Given this assumption, legal scholars usually consider the judicial decision merely as a procedural document, interpreting the relevant provisions in order to establish conditions for its validity and enforceability. Instead, the aim of this research is to deepen the study of the criminal judgment, understood as the conclusion of the knowledge path accomplished by the tribunal for the porpuse of reconstructing controversial events and find an adequate legal classification therof. In this perspective, legal provisions concerning the criminal decision (art. 525 ss. of the Italian code of criminal procedure) are mainly examined in so far as they determine routes and limitations for the gnoseological process, which takes place during the closing moments of the trial.

O trabalho trata da despedida coletiva e de seu dever de motivação. Embora não haja tratamento legal no ordenamento jurídico brasileiro, a conjugação de normas principiológicas constitucionais e infraconstitucionais permite afirmar que a despedida coletiva é instituto jurídico distinto da despedida individual e, como tal, requer consequências jurídicas também diversas. A fim de compreender os limites dessa figura jurídica e buscar solução genuína e adequada ao quadro nacional, realizou-se pesquisa bibliográfica em autores nacionais e estrangeiros e estudo de casos jurisprudenciais. No primeiro capítulo, buscou-se conceituar o instituto, distinguindo-se entre as despedidas individuais plúrimas e a despedida coletiva. No segundo capítulo, recorreu-se ao estudo do Direito Comparado e das normas de organismos internacionais que tratam do tema. No terceiro capítulo, destacam-se princípios constitucionais, como a dignidade da pessoa humana e a função social da propriedade, e princípios infraconstitucionais, como a boa-fé objetiva e a vedação do abuso de direito. No quarto capítulo, analisam-se as decisões judiciais paradigmáticas envolvendo as empresas Embraer e Usiminas destacando-se, de forma breve, o papel do Poder Judiciário. Ao final, pudemos concluir que a despedida coletiva tem importância crescente na realidade social e, como tal, requer que se tome posse de sua complexidade para seu desvendamento. / The paper deals with collective dismissal and its duty of motivation. Although there is no legal treatment in the Brazilian legal system, the combination of infra-constitutional and constitutional norms related to principles allows us to state that collective dismissal is a legal institution different from individual dismissal and, as such, it also requires different legal consequences. In order to understand the limits of this legal concept and seek a genuine and appropriate solution to the national framework, a bibliographical research was conducted using national and foreign authors as well as jurisprudential study cases. In the first chapter, the aim was to conceptualize the institute, distinguishing between multiple individual dismissals and collective dismissals. In the second chapter, we resorted to the study of comparative law and norms from international bodies dealing with the theme. In the third chapter, constitutional principles such as human dignity and the social function of property and infra-constitutional principles such as objective good faith and the prohibition of abuse of rights are highlighted. In the fourth chapter, the paradigmatic judicial decisions involving the companies Embraer and Usiminas are analyzed briefly stressing the role of the Judiciary Power. At the end, we could conclude that the collective dismissal has increasing importance in social reality and, as such, it requires that possession of its complexity is taken so that it is unveiled.

Diese Dissertation besteht aus drei Aufsätzen, die zur empirischen Literatur über Beschäftigung und Löhne auf dem deutschen Arbeitsmarkt beitragen. Der erste Aufsatz untersucht die Auswirkungen eines großen und unerwarteten Zustroms von Migranten auf den westdeutschen Arbeitsmarkt zwischen 1988 und 1993 auf die Löhne und Beschäftigung der einheimischen Arbeitnehmer. Die Analyse zeigt, dass ein Anstieg der lokalen Beschäftigung von Migranten die durchschnittlichen Löhne und Beschäftigung kurzfristig reduziert, der Effekt langfristig jedoch verschwindet. Der zweite Aufsatz analysiert den kausalen Effekt einer Lockerung des deutschen Kündigungsschutzgesetzes (KSchG) im Jahr 2004 auf unterschiedliche Arbeitsmarktergebnisse auf Firmenebene. Dazu nutzt der Aufsatz eine Änderung des Schwellenwerts der Mindestbetriebsgröße zur Anwendbarkeit des KSchG von fünf auf zehn Beschäftigte als ein Quasi-Experiment. Die Ergebnisse der empirischen Analyse liefern keine robuste Evidenz für einen Effekt auf die Einstellungs-, Abgangs-, Nettobeschäftigungs- und Churning-Raten sowie auf Löhne und temporäre Beschäftigung. Dagegen gibt es Evidenz, dass die Einstellungs- und Nettobeschäftigungsraten von Frauen zugenommen haben. Der dritte Aufsatz untersucht die Entwicklung der MINT-Beschäftigung und -Löhne in Westdeutschland zwischen 1980 und 2010. Die Analyse deutet auf einen Anstieg der MINT-Beschäftigung und -Löhne, der zeitlich mit dem Anstieg der Lohnungleichheit zusammenfällt. Darüber hinaus zeigt der Aufsatz, dass die Zunahme des Lohnunterschieds zwischen MINT und nicht-MINT Arbeitern durch Angebots- und Nachfragefaktoren im Rahmen eines MINT-verzerrten technologischen Wandels auf Basis einer CES-Produktionsfunktion erklärbar ist. Zuletzt deutet eine alternative Analyse der MINT-Prämie unter Nutzung von Schätzwerten aus einem Modell mit additiven Arbeiter- und Firmeneffekten darauf hin, dass der durch Firmeneffekte erklärte Anteil der MINT-Prämie mit der Zeit bedeutend zugenommen hat. / This thesis consists of three essays that contribute to the empirical literature on employment and wages in the German labor market. The first essay investigates the impact of a large and unexpected inflow of immigrants into the West German labor market between 1988 and 1993 on native wages and employment. The analysis indicates that an increase in local immigrant employment reduces average native wages and employment in the short run; however, the effect tends to vanish in the longer term. The second essay analyzes the causal effect of a relaxation of the German Protection Against Dismissal Act (PADA) in 2004 on different labor market outcomes at the firm level. Specifically, the essay exploits a change of the minimum establishment size threshold determining coverage by the PADA from five to ten employees as a quasi-experiment. The results from the empirical analysis do not provide robust evidence for an effect on overall hiring, separation, job flow, and churning rates as well as wages and temporary employment. However, there is some evidence of increases in the hiring and job flow rates of women. The third essay studies trends in STEM employment and wages in West Germany between 1980 and 2010. The analysis indicates an increase in STEM employment and wages that coincides with the rise in wage inequality during the same period. Moreover, the essay shows that the increase in the wage differential between STEM and non-STEM workers can be explained by supply and demand factors under a STEM-biased technological change within a CES production framework. Finally, an alternative assessment of the STEM premium exploits estimates from a model with additive worker and firm fixed effects and suggests that the fraction of the STEM premium that is explained by firm effects has increased considerably over time.

Le contrat de travail est continu sur une longue période. Des conditions de travail du salarié peuvent être modifiées ou ajustées à tout moment pendant la durée d’une relation de travail en fonction de raisons diverses. La modification des conditions de travail, ou plus généralement encore, la modification de la relation de travail influence directement la vie privée et professionnelle du salarié et touche par conséquent en profondeur le salarié et l’employeur. La possibilité qu’un salarié puisse négocier son contrat de travail avec son employeur au moment de la conclusion du contrat, est en pratique faible. Il est donc nécessaire que le régime de la modification du contrat de travail garantisse que les conditions de travail convenues au moment de la conclusion du contrat de travail ne peuvent pas être modifiées unilatéralement par l’employeur indépendamment de l’avis du salarié. Les systèmes juridiques coréen et français reposent sur la force obligatoire du contrat de travail. Il est donc évident que le consentement du salarié est nécessaire pour modifier les conditions de travail du contrat de travail. Le régime de la modification de la relation de travail dépend de la limitation du pouvoir de l’employeur. En France, depuis 1996, a été introduit un système jurisprudentiel distinguant changement des conditions de travail et modification du contrat de travail. Avec l’évolution de la jurisprudence, le régime de la modification du contrat de travail se concentre sur le contrat de travail, il attache de la valeur à l’opinion du salarié en considérant le salarié comme une partie au contrat. En revanche, en Corée, la jurisprudence a mis l’accent sur l’interprétation de l’exercice du pouvoir de l’employeur en fonction de l’existence d’un motif raisonnable. Par ailleurs, à la différence de la France où le règlement intérieur a un domaine limité le règlement intérieur coréen joue un rôle similaire à celui d’un contrat de travail en pratique. À cet égard, si la modification du règlement intérieur est défavorable au salarié, le consentement du groupe de salariés doit être obtenu. Même si le consentement est exigé et même si le salarié a un droit de refus, le salarié qui refuse est toujours exposé au licenciement. Le concept de consentement du salarié est souvent trop fragile pour que l’on puisse se contenter de son existence et considérer qu’il s’agit d’une protection suffisante. Ainsi, il est nécessaire de rechercher la véritable volonté du salarié plutôt que de constater son consentement formel. La modification de la relation de travail ne doit pas être axée sur l’exercice de pouvoir de l’employeur, mais doit être interprété concrètement dans le contexte de l’évolution de l’environnement du travail et de la vie professionnelle du salarié. / The labour contract is continuous over a long period of time. The worker's working conditions could be modified or adjusted at any time during the duration of a labour relationship with various reasons. Changes in working conditions, or more generally, changes in the labour relationship directly affect the worker's private and professional life and therefore it has a profound impact on both the worker and the employer. The possibility that a worker could negotiate his labour contract with his employer at the time the contract is hard in practice. It is therefore necessary that the regime for amending the labour contract ensures that the working conditions agreed at the time of conclusion of the labour contract cannot be unilaterally modified by the employer regardless of the worker's opinion. The Korean and French legal systems are based on the binding power of a contract. It is therefore obvious that the worker's consent is required to modify the working conditions of the labour contract. The regime for modifying the labour relationship depends on limiting the employer's authority. In France, since 1996, a jurisprudential system has been introduced distinguishing between change of the working conditions and modify of the labour contract. With the evolution of precedent, the regime of modification of the labour contract focuses on the labour contract, it attaches value to the worker's opinion by considering the worker as a party to the contract. Whereas, in Korea, the precedent has focused on interpreting the exercise of employer authority on the basis of “reasonable cause”. Moreover, unlike France, where the regulation of employment has a limited scope, the Korean regulation of employment plays a similar role to that of a labour contract in practice. In this respect, if the amendment of the regulation of employment change unfavorable to the worker, the consent of the group of workers is required.Even if the consent of worker is demanded and even if the worker has a right of refusal about the suggestion of employer, the worker who refuses is still exposed to dismissal. The concept of the consent of worker is often too fragile to be satisfied with its existence. Also, it is difficult to assume that workers' consent is fully protected. Therefore, it is necessary to find method for reflect the worker's real intention. The change in the labour relationship must not be focused on the employer's exercise of authority, but must be interpreted concretely in the context of the changing work environment and the worker's professional life.

Made available in DSpace on 2016-04-26T20:28:18Z (GMT). No. of bitstreams: 1 Paula Villanacci Alves Camasmie.pdf: 1764564 bytes, checksum: b4855906244bb8e26e1811fca5904c48 (MD5) Previous issue date: 2008-12-01 / The present study had the purpose of analyzing Health Care contract structures, with special attention to its legal nature and contractual network structures. Contract extinction and compulsory bond maintenance were emphasized, according to Brazilian Law #9.656/98 statements. It was also a goal of this work to discuss Health Care carriers civil responsibility for contract debts and illicit acts incurred by the professionals directly executing medical and dental care services. Several decrees were presented in this work; specially the ones originated by Tribunal de Justiça do Estado de São Paulo and Superior Tribunal de Justiça, to demonstrate legal guidances or tendencies adopted in each issue that was discussed / O presente estudo teve por objetivo analisar a estrutura dos contratos individuais e coletivos de assistência à saúde, com destaque para a sua natureza jurídica e para a estruturação das redes contratuais. Enfatizou-se as causas de extinção e manutenção compulsória do vínculo, previstas na Lei 9.656/98. Teve-se ainda como finalidade explanar a questão da responsabilidade civil das operadoras por inadimplemento contratual e por ato ilícito praticado pelos profissionais que diretamente executam os serviços médicos ou odontológicos. No transcorrer do trabalho foram apresentados diversos julgados, especialmente do Tribunal de Justiça do Estado de São Paulo e do Superior Tribunal de Justiça, com o intuito de demonstrar a orientação jurisprudencial dominante ou a tendência que vem sendo adotada em cada um dos temas abordados

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2018-10-22T12:32:43Z No. of bitstreams: 1 Silvia Isabelle Ribeiro Teixeira do Vale.pdf: 1379797 bytes, checksum: 3f582bb333035dabd730c3ea7c44065b (MD5) / Made available in DSpace on 2018-10-22T12:32:43Z (GMT). No. of bitstreams: 1 Silvia Isabelle Ribeiro Teixeira do Vale.pdf: 1379797 bytes, checksum: 3f582bb333035dabd730c3ea7c44065b (MD5) Previous issue date: 2018-09-10 / The main objective of this study is to analyze the principle of due process in its greatest potentiality, investigating how and to what extent this ancestral clause has effectiveness in the employment relationship, limiting the disciplinary labor power, by imposing a procedure for fair dismissals motive, in honor of the principles of the adversary and the ample defense. The Federal Constitution of 1988 is expressed by prohibiting arbitrary dismissal, considering it an unlawful act. However, in addition to the aforementioned protection, the principle of due process requires the employer to motivate the act of resignation, be it individual or collective, hence the new rule brought by Article 477-A of the Consolidation of Labor Laws is unconstitutional / O presente trabalho visa primordialmente analisar o princípio do devido processo legal em sua maior potencialidade, averiguando como e em que medida essa cláusula ancestral possui eficácia na relação de emprego, limitando o poder disciplinar laboral, ao impor uma procedimentalização para as despedidas por justo motivo, em homenagem aos princípios do contraditório e à ampla defesa. A Constituição Federal de 1988 é expressa ao proibir a despedida arbitrária, considerando-a ato antijurídico. Todavia, para além da proteção aludida, o princípio do devido processo legal impõe o dever de o empregador motivar o ato demissional, seja ele individual ou coletivo, razão pela qual a nova regra trazida pelo artigo 477-A da Consolidação das Leis do Trabalho é inconstitucional

Made available in DSpace on 2016-04-29T13:31:54Z (GMT). No. of bitstreams: 1 Karen Louise Mascarenhas.pdf: 839236 bytes, checksum: 8bdb98b92b8757dd83d528ec7defa66b (MD5) Previous issue date: 2008-06-17 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / This qualitative study is focused on the relationship between the executive and the organization. Semi-structured interviews with seven executives which experienced loosing their jobs, were analyzed using the discourse method. The business world context was analyzed considering two cuts: economic-political and social-ideological. The discussion of the relation individual organization, is base on psychosociology appropriate to organizations, focused on imaginary function, organization coercion power and the consequent submission of the executive through the adequation process to the demands for career growth. The impacts of the job contract rupture on the professional identity of the executive are also highlighted, as well as the difficulties in organizing day-to-day routines due to the loss of business routine. Conclusions are that to overcome the dependency link with the organization, executives should be aware of the mechanisms present in the relation and the impacts generated by unbalanced connections and base themselves in developing a more complete identity seeking for realization on what they care for / Trata-se de uma pesquisa de abordagem qualitativa acerca da relação do executivo com a organização. Foram realizadas entrevistas semiestruturadas com sete executivos que passaram pela situação de perda de seu emprego, tendo sido as mesmas submetidas ao método da análise do discurso. O contexto do mundo empresarial é analisado considerando dois recortes: um econômico-político e outro social-ideológico. Discute-se a relação indivíduoorganização, com base nos conceitos da psicossociologia apropriados à organização, com foco na função do imaginário, no poder de coerção da empresa e à conseqüente submissão do executivo, por meio do processo de adequação às exigências do meio para ascender na carreira. Destacam-se, ainda, os impactos da ruptura do vínculo empregatício na identidade profissional do executivo, bem como a dificuldade de organizar seu cotidiano a partir da perda da rotina empresarial. Conclui-se que, para superar o vínculo de dependência com a organização, os executivos devem ter consciência acerca dos mecanismos que conduzem essa relação e os impactos gerados por uma conexão desequilibrada, buscando assim, desenvolver sua identidade de forma mais completa e realizar-se naquilo que apreciam