The study is mainly to comprehend the historic background and status quo of Taiwan¡¦s labor welfare policy. Since the structure of welfare allocation was not accorded with equity and justice under the time of authoritarian regime and the content/structure of Taiwan¡¦s social welfare allocation were changed, the author would explore the substantive connotation of how KMT and DDP allocating the resources of labor welfare after democratization in Taiwan by way of integrately researching both parties¡¦ ideology of social welfare, the expenditure of welfare budge and policy measures, and using the definition of labor welfare¡¦s category based on the concept of social security as the research constructure to analyze how both parties allocate the resources of labor welfare while they were in power. During the process of democratic politics in the meantime, the policy of labor welfare is one of the national policies valued by each party. The democratic politics, economic development and power of civil society were emerged after the society and politics were liberalized in 1980s and the martial law was lifted in 1987. Regarding politics, the initial shape of party competition was forming as the advantage of KMT¡¦s dominant rule has been challenged and DPP was established. Therefore, during the process of party competition in 1990s, many policies of labor welfare were presented, especially in the compaign of election, each party suggested a lot of appealing policies of labor welfare to attract votes and win the election. Taiwan experienced the first party turnover in 2000 when DDP substituted for KMT to be the party who led Taiwan society which carried significance to Taiwanese. Whether the development of Taiwan labor¡¦s welfare would go on to become systematized, high-qualified and high-efficient, it depends on many variables of political/economic systems and social change. Overall, the welfare politics of democratic system with pluralistic competetion could be gradually fulfilled by representative politics, but such kind of multi-construct would be the paradise for vested interests, while the field which people could join in competing with adequate capacities will determine whether the allocation of social welfare resources and such consensus would be lifted or established. If such social consensus could be built up, then, the general welfare of welfare state and indiscriminate reallocative system would be achieved naturally without effort and there would also be an opportunity to promote national unity.

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Instituto Federal do Cearà / A Qualidade de Vida no Trabalho (QVT) à um tema que ganhou importÃncia dentro das organizaÃÃes modernas, especialmente a partir da dÃcada de 1990. Os objetivos desta pesquisa sÃo: realizar um diagnÃstico das percepÃÃes sobre QVT entre os servidores pesquisados e comparar essas percepÃÃes de acordo com as variÃveis cargo, sexo, campus em que trabalha, escolaridade, tempo de serviÃo e remuneraÃÃo. Esta pesquisa caracteriza-se como quantitativa, exploratÃria e descritiva. Aplicou-se um questionÃrio constituÃdo por 8 (oito) itens de caracterizaÃÃo dos sujeitos entrevistados (sexo, idade, escolaridade, cargo, cargo comissionado, campus em que trabalha, tempo de trabalho e remuneraÃÃo), e por uma escala adaptada sob autorizaÃÃo do Modelo Biopsicossocial e Organizacional - BPSO-96, de Limongi-FranÃa, constituÃda por 39 (trinta e nove) itens. Os dados foram coletados em uma amostra com 142 tÃcnicos administrativos do IFCE, distribuÃda proporcionalmente em cinco unidades da instituiÃÃo pesquisada: reitoria, nos campi de Fortaleza, MaracanaÃ, Caucaia e CanindÃ. Para validar os itens do questionÃrio utilizaram-se tÃcnicas de anÃlise fatorial ( mÃtodo dos componentes principais e rotaÃÃo VARIMAX). Os itens da escala aplicada distribuÃram-se em cinco fatores que explicam 68,1% da variÃncia total: relaÃÃes de trabalho, processos de trabalho e suas relaÃÃes interpessoais, condiÃÃes de saÃde e bem-estar pessoal, carreira funcional e procedimentos administrativos. ApÃs o tratamento estatÃstico foram encontradas diferenÃas significativas em trÃs variÃveis independentes: sexo, idade e cargo. As mulheres demonstraram maior satisfaÃÃo com os aspectos de saÃde do que os homens. Os sujeitos maiores de 60 anos de idade estÃo mais satisfeitos com sua QVT do que aqueles das demais faixas etÃrias. Os ocupantes de cargo nÃvel C (fundamental), por sua vez, demonstraram maior satisfaÃÃo que os ocupantes de cargos de nÃveis D (mÃdio) e E (superior). A nota total na escala apresentou mÃdia 5,4 , com coeficiente de variaÃÃo 27,3%, indicando que a distribuiÃÃo na escala à homogÃnea, o coeficiente de assimetria -0,12 mostra uma pequena concentraÃÃo acima da mÃdia. Em relaÃÃo aos aspectos organizacionais observou-se nota mÃdia 5,6 , coeficiente de variaÃÃo 33% e coeficiente de assimetria -0,13. Essa distribuiÃÃo apresentou grau baixo de heterogeneidade e pequena concentraÃÃo das notas acima da mÃdia. Os itens referentes aos aspectos biolÃgicos (mÃdia 5,0) e aos aspectos sociais (mÃdia 5,6) apresentaram distribuiÃÃo heterogÃnea da nota e coeficiente de assimetria muito baixo (0,04 e 0,09, respectivamente). Os aspectos gerais de saÃde apresentaram mÃdia 3,4, coeficiente de variaÃÃo 43,1% e coeficiente de assimetria 0,85, foi o fator que apresentou menor mÃdia e maior concentraÃÃo de notas acima da mÃdia. Finalmente, quanto aos aspectos psicolÃgicos, foi encontrada a maior mÃdia (6,1), coeficiente de variaÃÃo 29,2%, indicando que a distribuiÃÃo das notas à homogÃnea e uma concentraÃÃo muito baixa das notas abaixo da mÃdia, com coeficiente de assimetria 0,05. O estudo contribuiu para o entendimento da dinÃmica da QVT dos tÃcnicos administrativos do IFCE e pode servir de suporte para decisÃes gerenciais importantes para o comprometimento e a produtividade dos servidores no desenvolvimento de suas atividades cotidianas. / The Quality of Work Life (QWL) is a topic that has gained importance within modern organizations, especially from the 1990Âs. The aim of this thesis was to analyze the degree of satisfaction of technical administrative at the Federal Institute of Education, Science and Technology of Cearà with their QWL before the impacts of the expansion of the institution. The research is characterized as quantitative, descriptive and exploratory. It was applied a questionnaire consisting of eight (8) items characterizing the subjects interviewed (gender, age, education, position, commissioned position, working on campus, working time and reimburse) and a scale adapted with permission Model Organizational and Biopsychosocial - BPSO-96, Limongi-France, consisting of 39 (thirty nine) items. Data were collected on a sample of 142 technical administrative IFCE, proportionally distributed into five units of the research institution: the rectory, on the campuses of Fortaleza, MaracanaÃ, Caucaia and CanindÃ. To validate the questionnaire was used factor analysis techniques (principal components method and rotation VARIMAX), items were distributed into five factors explaining 68.1% of the total variance: labor relations, work processes and their interpersonal relationships, health and personal well-being, career and functional administrative procedures. After, statistical significant differences were found in three independent variables: gender, age and position. Women showed greater satisfaction with aspects of health than men. The subjects over 60 years of age are more satisfied with their QWL than those of other age groups. The occupants of office level C (elementary level), in turn, showed greater satisfaction that officeholders levels of D (high school) and E (high education degree). The total score on the scale had a mean 5.4, coefficient of variation 27.3%, indicating that the distribution is homogeneous on the scale, the asymmetry coefficient -0.12 shows a small concentration above average. Regarding the organizational aspects observed average grade 5.6, 33% coefficient of variation and asymmetry coefficient -0.13. This distribution presents low degree of heterogeneity and small concentration of above average grades. Itens related to biological aspects (average 5.0) and social aspects (mean 5.6) were homogenous and note asymmetry coefficient very low (0.04 and 0.09, respectively). The item related to general health issues, with an average of 3.4, coefficient of variation 43.1% and asymmetry coefficient 0.85, was the aspect that showed greater variability in the notes and the highest concentration of above average grades. Finally, the items related to psychological aspects, with an average of 6.1, with coefficient of variation 29.2% indicating that the grade distribution is homogeneous and with very low concentration of the notes below average, with skewness coefficient 0.05. The study contributed to understanding the dynamics of QVT of administrative technicians in the IFCE and can serve to support important management decisions for the commitment and productivity of the servers in the development of their daily activities.

Esta investigación tiene como objetivo determinar la relación de las prácticas de gestión de bienestar laboral y la satisfacción laboral de los trabajadores que realizan teletrabajo en empresas de seguros en Lima Metropolitana en el año 2021. La investigación cuantitativa correlacional se llevó a cabo con la participación de 150 trabajadores que laboran en el sector de seguros privado peruano, que realizan o que hayan realizado teletrabajo, a quienes se les aplicó un cuestionario de 47 preguntas. Los resultados obtenidos muestran que sí existe una relación positiva entre las prácticas de bienestar laboral y satisfacción laboral de los trabajadores. Además, se concluye que el factor afectivo y el factor cognoscitivo sí se relacionan positivamente con la satisfacción laboral de los teletrabajadores. / This research aims to evaluate the relationship between the practices for workplace wellbeing management and the job satisfaction of employees who work remotely in insurance companies in Metropolitan Lima in 2021. The correlational quantitative analysis was based on the participation of 150 employees, who work or have worked remotely in the Peruvian private insurance sector, filling a survey form with 47 questions. The results show that the practices for workplace wellbeing management are positively related to the job satisfaction of remote employees. Furthermore, it is concluded that the affective factor and cognitive factor are related to remote employees’ job satisfaction. / Tesis

En la presente investigación, se pretende determinar la relación entre el bienestar y la satisfacción laboral en los centros de distribución del rubro farmacéutico en Lima Metropolitana, ya que, debido a la pandemia por el COVID-19, ha surgido una nueva normalidad laboral. Por esta razón, las empresas buscan adaptarse y encontrar nuevas formas de reforzar sus políticas de seguridad, con la finalidad de cuidar la salud física y mental de sus colaboradores. Esta investigación menciona la importancia de contar con condiciones de trabajo adecuadas, que incluyan una buena infraestructura y equipamiento de seguridad. Para poder determinar la relación entre las variables mencionadas, se desarrolló una encuesta con una escala de medición de tipo Likert, para lo cual, se tomó una muestra de 363 colaboradores, que pertenecen a los principales centros de distribución de Lima Metropolitana (88%). Los datos recopilados fueron analizados con el instrumento Statistical Package for the Social Sciences (SPSS). Asimismo, se comprobó que existe una relación directa entre la variable bienestar laboral y la variable satisfacción laboral, también se evaluó la apreciación de los colaboradores sobre dichas variables según su rango de edad y género. Es así que, se demuestra que una buena política de bienestar genera una mayor satisfacción, lo cual se ve reflejado en resultados positivos para la organización. / In this research, it is intended to show the relationship between well-being and job satisfaction in the distribution centers of the pharmaceutical sector in Metropolitan Lima, since, due to the COVID-19 pandemic, a new work normality has emerged. For this reason, companies seek to adapt and find new ways to reinforce their security policies, in order to take care of the physical and mental health of their employees. This research mentions the importance of having adequate working conditions, which include good infrastructure and safety equipment. In order to determine the relationship between the mentioned variables, a survey was developed with a Likert-type measurement scale, for which, a sample of 363 collaborators was taken, who belong to the main distribution centers of Metropolitan Lima (88%). The collected data were analyzed with the Statistical Package for the Social Sciences (SPSS) instrument. Likewise, it was found that there is a direct relationship between the job well-being variable and the job satisfaction variable; the employees' appreciation of these variables was also evaluated according to their age range and gender. Thus, it is shown that a good wellness policy generates greater satisfaction, which is reflected in positive results for the organization. / Tesis

Выпускная квалификационная работа “Описательное исследование общих ценностей и убеждений, связанных с формированием и / или укреплением участия работников в строительной отрасли” в форме магистерской диссертации выполнена на 91 листах (формат А4, шрифт Times New Roman, размер шрифта 14, интервал между строками 2), без вложений. Количество таблиц – 11 (без учета вложений). Количество рисунков – 19 (без учета вложений). Ключевые термины: управление человеческими ресурсами, организационная культура, общие ценности и убеждения, вовлеченность в работу, благосостояние работников. Выпускная квалификационная работа состоит из Резюме, Аннотации, Введения, 5 глав, рекомендаций по предложениям, заключения, библиографии и приложения. В теоретической части представлено определение организационной культуры, ценностей, вовлеченности и их важности. В практической части описываются общие характеристики исследуемой компании, анализ сотрудников и его результаты. На основе этих результатов было выдвинуто несколько предложений по развитию организационной культуры и повышению уровня вовлеченности сотрудников компании GUDSR. / Final qualifying work : “Descriptive study of Shared Values and Beliefs related to the generation and or strengthening of Worker’s Engagement in the Construction Industry in Yekaterinburg, Russia” in the form of Master thesis is performed on 91 sheets (A4 format, font Times New Roman, font size 14, 2 line spacing), excluding attachments. Number of tables – 11 (excluding attachments). The number of figures – 19 (excluding attachments). Key terms: Human resources management, organizational culture, shared values and beliefs, work engagement, labor welfare. Final qualifying work consists in Summary, Abstract, Introduction, 5 chapters, proposal recommendations, conclusion, bibliography and appendix. In the theoretical part it presents the definition of organizational culture, values, engagement and the importance of them. The practical part describes the general characteristics of the investigated company, the analysis of employees and its results. Based on these results, there was several proposals of organizational culture development and to arise the level of engagement in employees of GUDSR company.