Submitted by Cristina Moniz (cristinamoniz1@gmail.com) on 2013-08-09T14:44:25Z No. of bitstreams: 1 Versão final_dissetação_Cristina.pdf: 2029320 bytes, checksum: d1545cf751417b7f75a42dc3358d9c66 (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2013-08-20T17:51:03Z (GMT) No. of bitstreams: 1 Versão final_dissetação_Cristina.pdf: 2029320 bytes, checksum: d1545cf751417b7f75a42dc3358d9c66 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2013-08-22T11:58:43Z (GMT) No. of bitstreams: 1 Versão final_dissetação_Cristina.pdf: 2029320 bytes, checksum: d1545cf751417b7f75a42dc3358d9c66 (MD5) / Made available in DSpace on 2013-08-22T11:59:04Z (GMT). No. of bitstreams: 1 Versão final_dissetação_Cristina.pdf: 2029320 bytes, checksum: d1545cf751417b7f75a42dc3358d9c66 (MD5) Previous issue date: 2013-06-27 / This study aimed to identify whether the Federal Criminal Forensic Scientists who exercis e their activities in Forensic Science function are motivated to perform their duties and seek to relate the causes of demotivation. Therefore, we made two surveys: a qualitative order, where were interviewed ten (10) Federal Criminal Forensic Scientists , belonging to different areas of knowledge and working in different cities , in order to observe what do the se professionals indicate as their issues related to motivating or demotivating in their job . Later we designed a questionnaire consisting of 46 (fort y - six) closed questions and 2 (two) open questions , which w ere answered by Federal Criminal Experts Forensic Scientists from decentralized units of Criminalistics in Federal Police, with the goal of mapping the m motivation. The results revealed in field re search concluded that the Federal Criminal Forensic Scientists are discouraged from the viewpoint of all the motivational theories addressed in this study. The de motivation is due to several factors: some technical, as the lack of feedback on the effective ness of the work or the lack of equality in the distribution of services, other than the philosophical factors , the lack of an esprit de corps - a professional identity – and a relativized autonomy , or , beside this, organizational factors , such as lack of recognition by the Federal Police, to the importance of Federal Criminal Forensic Science , or problems related to the management approach based on hierarchy and discipline. However, the problem most harmful - and therefore must be addressed urgently - is the organizational climate contaminated by disputes between classes, which is promoting a climate of hostility and discouragement, discouraging the growth of Criminalistics. / O presente trabalho objetivou identificar se os Peritos Criminais Federais que exercem suas atividades na função fim da Perícia Criminal encontram-se motivados para exercerem suas atribuições, bem como procurar relacionar as causas de desmotivação. Para tanto foram feitas duas pesquisas: uma de ordem qualitativa, em que foram entrevistados 10 (dez) Peritos Criminais Federais, pertencentes a áreas de atuação e lotações diversas, com a finalidade de constatar o que os respectivos profissionais apontavam como questões motivadoras e desmotivadoras no trabalho pericial. Posteriormente foi elaborado um questionário composto de 46 (quarenta e seis) perguntas fechadas e 2 (duas) abertas, o qual foi respondido por dirigentes e por servidores lotados nas unidades descentralizadas da Criminalística da Polícia Federal, com o objetivo de mapear a motivação do Perito Criminal Federal. Dos resultados revelados na pesquisa de campo, concluiu-se que os Peritos Criminais Federais estão desmotivados segundo a ótica de todas as teorias motivacionais abordadas no presente estudo. A desmotivação ocorre devido a diversos fatores: alguns de ordem técnica, como a falta de um feedback sobre a efetividade dos trabalhos realizados ou a falta de igualdade na distribuição dos serviços; outros de ordem filosófica, como a falta de um espírito de corpo - uma identidade profissional - e uma autonomia relativizada; ou ainda de ordem organizacional, como a falta de reconhecimento, por parte do Departamento de Polícia Federal, da importância da Perícia Criminal Federal, ou problemas relacionados à forma de gestão baseada na hierarquia e disciplina. Todavia, o problema mais nocivo - e que, portanto, deve ser tratado urgentemente - é o clima organizacional contaminado por disputas entre classes, que está promovendo um clima de inimizade e desmotivação, desfavorecendo o crescimento da Criminalística.

Denna rapport presenterar en undersökning om hur individuella attityder, normativa föreställningar, motivation och organisationsklimat är påverkande faktorer på kodad explicit kunskapsdelning. Flödet innebär att en anställd besitter kunskap som delas via ett IT-system som nedskriven information för att bli tillgängligt för andra att använda, vilket då leder till ny kunskap. Studien har genomförts på ett svenskt företag i storleken litet till medelstort. Kvalitativa individuella intervjuer har genomförts med anställda på ett fallföretag, där de har ett ansvar att dela kodad explicit kunskap via ett IT- system. Forskare menar att om information redan är kodad och förvärvad kan den användas. Det har däremot påvisats att det inte behöver vara fallet. I små och medelstora företag lagras ofta information på flera ställen, vilket skapar problem för de anställda att använda sig av kunskapen. Ramverket Theory of Reasoned Action [TRA] har använts för att utifrån attityder förstå det individuella beteendet, vilket har utvecklats med tidigare forskning inom kunskapsdelning där TRA har använts. Resultatet visade att faktorerna har en påverkande effekt på beteendet att dela kodad explicit kunskap. Inre motivation visade sig ha en betydande roll för beteendet till att dela kunskap. En annan aspekt var att Strukturen i systemet där kunskapen delades. Strukturen visade sig ha en påverkande effekt på beteendet, vilket inte är en faktor enligt TRA. Utifrån de anställdas perspektiv på företaget har faktorerna identifierats och visats sig ha en påverkande effekt på kunskapsdelning av kodad explicit kunskap. / This is a research about how the factors individual attitude, normative conceptions, motivation and organizational climate is influencing factors of encoded explicit knowledge sharing. The flow of sharing means that an employee has knowledge and share it with others in an IT-system as stored information which will be available to others to use. This thesis has been examined in a small to medium sized company in Sweden. Qualitative interviews have been performed with employees in a company, where the employees are responsible to share explicit knowledge in an IT-system. Some researchers believe that if the information is already encoded and acquired it can be used. However, it has been demonstrated that this does not have to be the case. In small and medium sized companies’ information is stored in multiple locations, which makes it difficult for the employees to use the knowledge. The framework Theory of Reasoned Action [TRA] has been used to understand the individual behavior based on the individual attitude, which has been developed with previous research in knowledge sharing where TRA has been used. Our result shows that the factors have an influencing effect on the behavior of sharing encoded explicit knowledge. The internal motivation proved to be an important element to motivate the behavior to share knowledge. Another aspect was the structure in the IT-system for knowledge sharing. The structure had an influencing effect on the behavior, which was not raised in the framework TRA. These factors have been identified from the employee’s perspective in the company, to be the deciding factors that affect sharing of encoded explicit knowledge.

Evaluating the organizational climate is a tool that provides knowledge about the work environment with information that managers may use strategically to make sense of scenario changes. This allows them to apply corrective measures, especially for improving quality and productivity gains, thus ensuring the success in the evaluation process from CAPES. Therefore, the objective of this study was to identify related factors to organizational climate that influence the workplace of students and employees of the Post-Graduate Program (PPGs) of a Public Institution of Higher Learning. For this purpose, we carried out a climate research by means of a questionnaire based on models of Rizzatti (2002) and Luz (2003) and adapted to the reality of each program that it was intended to investigate. The results obtained, through the perception of the academic public, validated a set of components and respective indicators to investigate the organizational climate for learners and teachers of PPGs studied. On the basis of the analysis carried out, we conclude that the academic community notices the organizational climate factors that influence the work environment similarly in different dimensions. Students, teachers and technical-administrators evaluate the workplace in a very satisfactory way, mainly in relation to the activity which play in programs, resulting commitment, hard work, and dedication in carrying out tasks. This provides motivated behavior, especially between students and teachers, where the chances of placing on the market, growth opportunities, and the curriculum represent a stimulus in this process, which otherwise generates competition between colleagues, especially between different groups within the PPGs. On the other hand, the relationship between colleagues of the same workgroup shows a climate of integration, cooperation, and friendship. However, related factors include interpersonal relationships between different groups of work, working conditions, financial support for research and events, and the quantity of hours of class. Additionally, disciplines and work overload and topics pertaining to managers negatively interfere in the workplace, compromising the establishment of an organizational climate. In this way, the aim of this study has been reached, to the extent that it has contributed information and useful research tools for effectively managing process PPGs. With this information, the managers may detect the possible causes and consequences of occurring problems, and may apply corrective measures, especially in improving the quality and academic productivity, which will contribute to the success in the process of program evaluation from CAPES. Also, this will help the development of studies by improving the various processes that make up not only the study programs of IES, but also others who wish to avail themselves of this research instrument. / A avaliação do clima organizacional surge como uma ferramenta que permite conhecer o ambiente de trabalho, fornecendo informações que os gestores poderão utilizar estrategicamente para dar sentido às mudanças de cenários, aplicando medidas corretivas, principalmente para a melhoria da qualidade e o aumento da produtividade, garantindo assim, o sucesso no processo de avaliação junto a CAPES. Logo, o objetivo desse estudo foi identificar os fatores relacionados ao clima organizacional que influenciam no ambiente de trabalho dos discentes e servidores de Programas de Pós-Graduação (PPGs) de uma Instituição Pública de Ensino Superior. Para tanto, realizou-se uma pesquisa de clima por meio de um questionário baseado nos modelos de Rizzatti (2002) e Luz (2003) e adaptado à realidade de cada programa e ao que se pretendia investigar. Com os resultados obtidos, por meio da percepção do público acadêmico, validou-se um conjunto de componentes e seus respectivos indicadores para investigação do clima organizacional de discentes e docentes dos PPGs estudados. Por meio das análises realizadas, conclui-se que a comunidade acadêmica percebe os fatores do clima organizacional que influenciam no ambiente trabalho de forma semelhante nas suas diferentes dimensões. Discentes, docentes e técnico-administrativos avaliam o local de trabalho de forma bastante satisfatória, principalmente em relação à atividade que desempenham nos programas, resultando comprometimento, empenho e dedicação na realização das tarefas, proporcionando um comportamento motivado, especialmente entre discentes e docentes, onde as chances de colocação no mercado, as oportunidades de crescimento e o currículo representam um estímulo neste processo que, entretanto, gera competitividade entre colegas, especialmente entre diferentes grupos dentro dos PPGs. Por outro lado, o relacionamento entre colegas de mesmo grupo de trabalho revela um clima de integração, cooperação e amizade. No entanto, fatores relacionados às relações interpessoais, entre diferentes grupos de trabalho, às condições de trabalho, o apoio financeiro para pesquisa e eventos, a quantidade de horas-aula e disciplinas e a sobrecarga de trabalho, além de aspectos relacionados aos gestores, interferem negativamente no ambiente de trabalho, prejudicando o estabelecimento de um clima organizacional favorável. Desta forma, o propósito deste estudo foi alcançado, na medida em que contribuiu com informações e instrumentos de pesquisa efetivamente úteis para o processo de gestão dos PPGs. De posse dessas informações os gestores poderão detectar as possíveis causas e consequências de problemas ocorridos, aplicando medidas corretivas, principalmente, na melhoria da qualidade e produtividade acadêmica e, por conseguinte, para o sucesso no processo de avaliação dos programas junto a CAPES. Além disso, contribuirá para o desenvolvimento de estudos que visem à melhoria dos diversos processos que compõem não apenas os programas da IES estudada, como as demais que desejarem se valer deste instrumento de pesquisa.

Aim: The overall aim of this thesis was to gain a deeper understanding of older people's view of health and care while dependent on community care. Furthermore to describe and compare formal caregivers' perceptions of quality of care, working conditions, competence, general health, and factors associated with quality of care from the caregivers' perspective. Method: Qualitative interviews were conducted with 19 older people in community care who were asked to describe what health and ill health((I), good and bad care meant for them (II). Data were analyzed using content analysis (I) and a phenomenological analysis (II). The formal caregivers; 70 nursing assistants (NAs) 163 enrolled nurses (ENs) and 198 registered nurses (RNs), answered a questionnaire consisting of five instruments: quality of care from the patient's perspective modified to formal caregivers, creative climate questionnaire, stress of conscience, health index, sense of coherence and items on education and competence (III). Statistical analyses were performed containing descriptive statistics, and comparisons between the occupational groups were made using Kruskal-Wallis ANOVA, Mann-Whitney U-test and Pearson's Chi-square test (III). Pearson's  product moment correlation analysis and multiple regression analysis were performed studying the associations between organizational climate, stress of conscience, competence, general health and sense of coherence with quality of care (IV). Results: The older people's health and well-being were related to their own ability to adapt to and compensate for their disabilities and was described as negative and positive poles of autonomy vs. dependence, togetherness vs. being an onlooker, security vs. insecurity and tranquility vs. disturbance (I).  The meaning of good care (II) was that the formal caregivers respected the older people as unique individuals, having the opportunity to live their lives as usual and receiving a safe and secure care. Good care could be experienced when the formal caregivers had adequate knowledge and competence in caring for older people, adequate time and continuity in the care organization (II). Formal caregivers reported higher perceived quality of care in the dimensions medical-technical competence and physical-technical conditions than in identity-oriented approach and socio-cultural atmosphere (III). In the organizational climate three of the dimensions were close to the value of a creative climate and in seven near a stagnant climate. The formal caregivers reported low rate of stress of conscience. The RNs reported to a higher degree than the NAs/ENs a need to gain more knowledge, but the NAs and the ENs more often received training during working hours. The RNs reported lower emotional well-being than the NAs/ENs (III). The formal caregivers' occupation, organizational climate and stress of conscience were associated with perceived quality of care (IV). Implications: The formal caregivers should have an awareness of the importance of kindness and respect, supporting the older people to retain control over their lives. The nursing managers should employ highly competent and adequate numbers of skilled formal caregivers, organize formal caregivers having round the clock continuity. Improvements of organizational climate and stress of conscience are of importance for good quality of care.

As the United States faces a critical teacher shortage, it is important to examine all factors that may contribute to the revolving door of teacher attrition. This study explored the climate of elementary schools to determine if there was a correlation between teacher attrition and school organizational climate. Three basic research questions were addressed: 1) Is there a relationship between school organizational climate and teacher attrition? 2) Is a change in campus leadership related to school organizational climate? 3) Is there a relationship between a change in campus leadership and teacher attrition? Thirty-seven elementary schools were examined in terms of their individual teacher attrition rates and their climate survey scores. The data utilized in this study came from one school district's climate survey and teacher attrition rates for the 2000-2001 school year. The findings of this study indicate that factors of organizational climate may predict teacher attrition rates. Specifically, instructiona support may be related to teacher attrition. Major components of instructional support include principal behaviors, respect for teaching and learning, and communication with administrators. Teacher attrition was not related to principal experience. Also, principal experience was not related to factors of school organizational climate.

Este estudo teve como objetivo descrever a relação entre a percepção do Clima Organizacional, com a Síndrome de Burnout e conhecer as Estratégias de Enfrentamento no trabalho em funcionários de Instituto de Pesquisas do Vale do Paraíba Paulista. O estudo foi realizado por meio de pesquisa descritiva, com delineamento de levantamento de dados e com abordagem quantitativa. A amostra pesquisada foi constituída de 252 funcionários públicos da região do Vale do Paraiba Paulista. Os instrumentos utilizados para a coleta de dados foram: Inventário de Identificação de Amostra (QIA), Questionário de Clima Organizacional (QCO), Inventário Maslach de Burnout (MBI) e Questionário de Enfrentamento do Trabalho (QET). Os dados coletados foram tratados por meio do Programa Minitab versão 15 e também do software Microsoft EXCEL. Os principais resultados obtidos indicaram a predominância do perfil de Clima Organizacional com ênfase do fator liderança como maior índice de insatisfação entre os servidores e os níveis de Exaustão Emocional - EE (19,2), Despersonalização DE (8,4) e Realização Profissional RP (30,3) sendo a prevalência geral de 19,3% e, portanto, bem próximos das médias de outros estudos comparando os resultados. Quanto ao Enfrentamento no trabalho, 186 sujeitos (73,8%) da amostra adotam o comportamento evitativo e 66 sujeitos (26,2%) da amostra utilizam o comportamento Vigilante. A classificação subjetiva da qualidade do sono, a prevalência foi de 84,1% da amostra, composta por muito boa (25,8%) e boa (58,3%) e 15,9% da amostra composta por ruim (15,1%) e muito ruim (0,8%). Quanto a classificação objetiva da qualidade do sono ficou demonstrado que a prevalência foi de 74,6%, composta por muito boa (56,0%) e boa (18,6%) e a prevalência de 25,4%, composta por ruim (13,9%) e muito ruim (11,5%). Foi observado que 26,19% dos sujeitos da amostra atual apresentam Sonolência Excessiva Diurna. Foram identificadas associações entre as variáveis Sociodemográficas e Epworth na categoria idade (0,0037), AAS na categoria idade (0,0007) e Enfrentamento no Trabalho nas categorias idade (0,0018) e Horas trabalhadas (0,0034). Os resultados desta pesquisa poderão criar medidas de prevenção da Síndrome de Burnout. Os resultados obtidos não devem ser generalizados, em razão da metodologia de pesquisa empregada que espelham a realidade de uma amostra pesquisada, mas devem instigar novos estudos sobre servidores públicos de outras instituições que tenham similaridades nas condições de trabalho. / This study aimed to describe the relationship between perception of organizational climate, with the Burnout Syndrome and learn coping strategies at work in employees of the Research Institute of Vale do Paraíba Paulista. The study was conducted through descriptive research design with data collection and quantitative approach. The original sample consisted of 252 government officials from the region of Vale do Paraiba Paulista. The instruments used for data collection were: Inventory Identification of Sample (QIA), Organizational Climate Questionnaire (QCO), Maslach Burnout Inventory (MBI) and the Questionnaire of Coping Labour (QET). The collected data were processed using the statistical program EXCEL. The main results indicated the predominance of the Profile of Organizational Climate with emphasis factor leading to increased rates of dissatisfaction among the servers and the levels of Emotional Exhaustion - EE (19.2), Depersonalization - DE (8.4) and Professional Achievement - RP (30.3) and the overall prevalence of 19.3% and therefore quite close to the average of other studies comparing the results. As for coping at work, 186 subjects (73.8%) of the sample adopt avoidance behavior and 66 subjects (26.2%) of the sample using the Vigilante behavior. The subjective rating of sleep quality, the prevalence was 84.1% of the sample, consisting of very good (25.8%) and good (58.3%) and 15.9% of the sample of poor (15, 1%) and very poor (0.8%). As for objective classification of sleep quality was shown that the prevalence was 74.6%, composed of very good (56.0%) and good (18.6%) and the prevalence of 25.4%, consisting of bad ( 13.9%) and very poor (11.5%). It was observed that 26.19% of the subjects now have excessive daytime sleepiness. Was identified associations between sociodemographic variables and Epworth in the age category (0.0037), ASA category age (0.0007) and coping at work in the age categories (0.0018) and hours worked (0.0034). These results may establish measures to prevent the burnout syndrome. The results should not be generalized, because of the research methodology employed to reflect the reality of a surveyed sample, but should incite further investigation into public servants from other institutions that have similarities in working conditions.

El trabajo de investigación realizado, es sobre el desarrollo de un modelo de negocio que mida el Engagement. En nuestra realidad empresarial, es un concepto muy mentado, pero poco definido y entendido, muchas veces por que no existe una traducción exacta al español. El engagement es entendido como una intercepción entre el compromiso y la satisfacción organizacional, una fusión entre lo racional y lo emocional y que repercute directamente en dos elementos fundamentales: 1) La productividad y 2) La adherencia/fidelización. Creemos que este trabajo es importante, debido a que clarifica la naturaleza del Engagement en las organizaciones y además desarrolla un modelo de negocio que busca cubrir una necesidad que aún sigue pendiente, según lo encontrado en nuestras encuestas a diversas empresas de diversos sectores. Hoy se mide la satisfacción laboral y se realizan rankings sobre ello, pero no ha resuelto los grandes retos de las compañías en temas de retención y el incremento del desempeño en una fuerza laboral cada vez más compleja y con nuevos hábitos y necesidades. Para la puesta en marcha de las operaciones de este negocio, se requiere de una inversión inicial de s/. 368,562 financiando el 60% a través de bancos y 40% por el aporte de capital de accionistas. Se estima obtener un VAN de s/. 356,745 con valor de TIR de 62% y recuperar la inversión en un plazo de 2 años, 4 meses. / The research work carried out, is about the development of a business model that measures Engagement. In our business reality, it is a very well-known concept, but little defined and understood, many times because there is no exact translation into Spanish. Engagement is understood as an interception between commitment and organizational satisfaction, a fusion between the rational and the emotional and that directly affects two fundamental elements: 1) Productivity and 2) Adherence / loyalty. We believe that this work is important, because it clarifies the nature of Engagement in organizations and also develops a business model that seeks to cover a need that is still pending, as we found in our surveys of various companies in various sectors. Today job satisfaction is measured and rankings are made about it, but it has not solved the great challenges of companies in retention issues and the increase in performance in an increasingly complex workforce with new habits and needs. For the start-up of the operations of this business, an initial investment of s /. 368,562 financing 60% through banks and 40% for the shareholder capital contribution. It is estimated to obtain a NPV of s /. 356,745 with an IRR value of 62% and recover the investment within a period of 2 years, 4 months. / Trabajo de Investigación

<p>Hotelijerstvo predstavlja važnu komponentu razvoja turizma u Srbiji. Predmet<br />doktorske disertacije je ispitivanje trenutnog stanja i stepena inovativnosti hotela&nbsp; u<br />Srbiji.&nbsp; U dana&scaron;njem poslovnom okruženju sposobnost hotela da pruži inovativna<br />re&scaron;enja svojim gostima osnov je za stvaranje i održavanje konkurentske prednosti.<br />Istraživanje stanja inovativnosti jedno je od ključnih sredstava za dobijanje<br />informacija u kojim segmentima poslovanja je neophodno vr&scaron;iti pobolj&scaron;anja kako bi<br />se obezbedio optimalan kvalitet&nbsp; hotelskog proizvoda i postigao &scaron;to bolji poslovni<br />rezultat.</p><p>Cilj istraživanja je da se utvrdi&nbsp; u kom stepenu&nbsp; organizacioni faktori:&nbsp; transformaciono<br />liderstvo,&nbsp; transakciono liderstvo,&nbsp; dimenzije&nbsp; organizacione&nbsp; klime&nbsp; i&nbsp; dimenzije<br />organizacionog&nbsp; učenje dorpinose&nbsp; inovacijama u hotelima, kao i&nbsp; da ispita meuodnose<br />ovih varijabli. Takodje u disertaciji je ispitano u kojoj meri inovacije utiču na<br />stvaranje vrednosti za goste.</p><p>Metodologija istraživanja obuhvatila je kabinetsko i terensko istraživanje. Uzorak je<br />ĉinilo 512 ispitanika zaposlenih u 57 hotela prve, druge i treće kategorije u Srbiji.&nbsp;</p><p>Rezultati istraživanja pokazuju da organizacioni faktori kao &scaron;to su transformaciono<br />liderstvo i transakciono liderstvo, organizaciona klima&nbsp; (dimenzije Kohezija, Podr&scaron;ka<br />inovacijama, Poverenje i Priznanja)&nbsp; i organizaciono učenje utiču na inovativnost<br />hotela, kao i da inovativnost hotela (posebno u pogledu inovacija u odnosu sa<br />klijentima, inovacije tehnologije, procesa i upravljaĉke inovacije) direktno doprinosi<br />stvaranju vrednosti za goste hotela.</p><p>Rezultati ovog istraživanja predstavljaju novu nauĉnu informaciju i mogli bi biti od<br />značajne pomoći menažmentu i vlasnicima hotela, zaposlenima, strukovnim<br />udruženjima, nastavnim kadrovima u turizmu i ugostiteljstvu, naučnicima i<br />istraživačima i drugima interesnim stranama, jer se naučno relevantni rezultati mogu<br />upotrebiti u kreiranju budućih odluka, mera i standarda vezanih za upravljanje<br />ljudskim resursima, otklanjanje prepreka, razvoj i promociju inovativnih aktivnosti i<br />definisanje daljih pravaca razvoja hotelskog proizvoda.</p> / <p>Hotel industry&nbsp; is an important component of tourism development in Serbia. The&nbsp;scope of the doctoral dissertation is to examine the current situation and the level of&nbsp;innovativeness in hotels in Serbia. In today&#39;s business environment the ability of a&nbsp;hotel to provide innovative solutions to its guests is the basis for creating and&nbsp;maintaining competitive advantage. The research of the current state of &nbsp;innovativeness is one of the key tools for acquiring information which business&nbsp;segments need to be improved in order to&nbsp; ensure optimal quality of a hotel product&nbsp;and achieve better business results.</p><p>The aim of the research is to determine the effect of the organizational factors such astransformational leadership, transactional leadership, organizational climate&nbsp;dimensions&nbsp; and organizational learning dimensions on innovations in hotels, as wellas&nbsp; to determine relations between these variables. In addition, the aim of thesis is&nbsp; to determine the effect of innovation on the creation of value for hotel guests.</p><p>The research methodology involved desk and field research. The sample consisted of&nbsp;&nbsp; 512 respondents employed in 57 hotels of the first, second and third category in&nbsp;Serbia.</p><p>The results showed that organizational factors such as transformational and transactional leadership, organizational climate (the Cohesion, Support for innovation, Trust and Recognition dimensions) and organizational learning affect hotel innovativeness, as well as that innovations (especially in terms of innovations related to customers, technology innovation, process innovation and management innovation) directly contribute to creating value for the hotel guests. The results of this study are new scientific information and may be a significant practical guide for hotel management, hotel owners, employees, professionals, teaching staff in the tourism and hospitality industry, scientists and researchers and other stakeholders. Scientifically relevant results can be used in making future decisions, measures and standards related to human resources management, removing obstacles, the development and promotion of innovative activities and defining further directions of development of the hotel product.</p>

El presente trabajo de investigación tiene como finalidad analizar la influencia de los estilos de liderazgo en el clima organizacional de las empresas del sector telecomunicaciones. El motivo por el cual la presente investigación se enfoca en las empresas del sector telecomunicaciones es debido a la relevancia de los servicios que brinda y el crecimiento destacable que ha tenido este sector los últimos años. Para lograr el análisis de esta investigación se realizó un estudio cuantitativo, causal y aplicado, con un diseño no experimental y transversal. Asimismo, con la finalidad de comprobar las hipótesis planteadas, se utilizaron dos instrumentos: (a) Cuestionario Multifactorial de Liderazgo (MLQ) adaptado por Castro y Martina (2004), y (b) CLIMOR adaptado por Rueda y Dos Santos (2011), ambos instrumentos fueron utilizados con el propósito de medir las variables de estilos de liderazgo y clima organizacional respectivamente. Estos instrumentos fueron aplicados a 389 empleados del sector telecomunicaciones en Lima Metropolitana dando como resultado que el estilo de liderazgo transformacional y transaccional influyen de manera positiva al clima organizacional, a diferencia del laizzes faire el cual influye de manera negativa al clima organizacional. Estos hallazgos resultan relevantes y son de gran aporte de conocimiento para las empresas de telecomunicaciones en Lima Metropolitana, de forma que sirva para incrementar el compromiso, motivación y satisfacción de los colaboradores y así generar mejores resultados productivos y económicos en la organización. / The purpose of this research work is to analyze the influence of leadership styles on the organizational climate of companies in the telecommunications sector. The reason why this research focuses on companies in the telecommunications sector is due to the relevance of the services it provides and the remarkable growth that this sector has had in recent years. To achieve the analysis of this research, a quantitative, causal and applied study was carried out, with a non-experimental and cross-sectional design. Likewise, in order to test the hypotheses raised, two instruments were used: (a) Multifactorial Leadership Questionnaire (MLQ) adapted by Castro and Martina (2004), and (b) CLIMOR adapted by Rueda and Dos Santos (2011), both instruments were used with the purpose of measuring the variables of leadership styles and organizational climate respectively. These instruments were applied to 389 employees in the telecommunications sector in Metropolitan Lima, resulting in the transformational and transactional leadership style having a positive influence on the organizational climate, unlike the laizzes faire, which negatively influences the organizational climate. These findings are relevant and are a great contribution of knowledge to telecommunications companies in Metropolitan Lima, so that it serves to increase the commitment, motivation and satisfaction of employees and thus generate better productive and economic results in the organization. / Tesis

High turnover of child welfare workers is a problem to the children and families that receive services and the child welfare organizations that lose their staff. For children and their families, turnover of their assigned worker may interrupt their ability to achieve their permanency goals. Child welfare organizations encounter high costs for hiring staff due to the turnover and the staff that remain suffer with higher caseloads and not being able to provide the quality of services that they should be able to offer. The purpose of this phenomenological study was to understand the lived experiences of child welfare workers who remained with the same employer for 3 years or more. The conceptual framework consisted of 2 theories: organizational climate and organizational culture theory. Two focus groups, consisting of 3 participants from an urban community and 5 participants from a rural community, were used. A snowball sampling method was used to obtain the sample. A content analysis was conducted to discover major and minor themes. This study revealed that 5 factors contribute toward retention: a) caseload size; b) educational background and training; c) recruitment, screening, and selection; d) supervisory support; and e) peer support were supported by all 8 participants. In addition, a new factor of self-care emerged as a result of this study. While all the child welfare workers experienced all the factors that could have resulted in their turnover, due to implementation of self-care techniques they ended up remaining from 3 years to 13 years. Exploring self-care as an answer toward retention is worth exploring and can contribute toward social change in the field of child welfare.