La Dirección de Gestión de Riesgos, como responsable de dirigir la estrategia supervisora del Organismo Supervisor de las Contrataciones del Estado (OSCE), tiene la función de efectuar las acciones de supervisión de oficio, así como realizar su seguimiento en cumplimiento de la normativa de contratación pública y de su Reglamento de Organización y Funciones (ROF). La supervisión de oficio resulta de vital importancia para promover contrataciones públicas íntegras, eficientes y competitivas entre entidades y proveedores, y se ejecuta bajo los parámetros del OSCE. Asimismo, el seguimiento permite verificar si la acción de supervisión logró cumplir su propósito de velar por el cumplimiento de la normativa de contratación pública y determinar mejoras continuas. Ahora bien, al analizarse las adjudicaciones simplificadas convocadas para la región Piura en año 2017 y que fueron materia de supervisión de oficio, se evidenció que las acciones realizadas por el OSCE fueron inoportunas y no fueron objeto de seguimiento; constituyendo aquello el problema a analizar en el presente trabajo de investigación.

Over the last decade, researchers and practitioners have contributed to the body of knowledge on improving business operations among public housing authorities. However, effective knowledge-sharing processes within a public housing organization remain deficient. The purpose of this quantitative study was to examine the correlations between employees' perceptions of trust, organizational fairness, supervisors' competency, and employees' willingness to share knowledge. Understanding the factors that predict employees' willingness to share knowledge is imperative to developing leaders' best practices. Social capital theory served as the theoretical framework for this study. Seventy full-time employees and leaders of the housing authorities in the State of Texas participated. A multiple, standard-regression analysis indicated significant correlations between the independent variables and employees' willingness to share knowledge. Organizational fairness was the strongest predictor. These findings may help leaders in public housing authorities improve best practices to create effective knowledge-sharing processes and open opportunities for further discussion with organizational leaders in public sector agencies. The results of this study may have implications for social change: Public housing leaders could optimize operational procedures by managing sustainability and developing effective best practices that might reduce taxpayers' burden and increase social services to low-income residents.

This study investigated whether the percentage of time that weekly employees spend in virtual workspaces is related to job satisfaction (JS), organizational commitment (OC), perceived supervisor support (PSS) and perceived coworker support (PCS). One hundred thirty-five virtual workers employed by 1 of 5 large, privately owned companies reported the percentage of their work time spent performing virtual work and completed 4 instruments to measure JS, OC, PSS, and PCS. Data were analyzed using multivariate linear regression, multivariate multiple regression, and multivariate analysis of variance. Results showed that virtual workers who spent 75% or more of their time engaged in virtual work had higher JS, OC, and PSS than virtual workers who spent 25% or less of their work time working virtually. No relationship was found between the percentage of time spent working virtually and PCS. Results were also examined to determine whether gender or age moderated any of the relationships found between the percentage of time working virtually and organizational outcomes. Neither gender nor age moderated the relationships observed. The study results showed that as employee time performing virtual work increases, employee and corporate benefits also increase in large, privately owned companies. The results of the study have several potential implications for positive social change for organizations, employees, and society as a whole by providing information to organizations considering increasing the percentage of time employees spend engaging in virtual work, helping society determine how performing virtual work affects an employee's well-being, potentially providing insight to employees regarding the pros and cons of virtual work.

Leaders often lack strategies to create supportive and accommodating workplaces that capitalize on the unique skillset of autistic employees. Research has shown that employers benefit from creating supports; however, there is a lack of research on how or why organization leaders provide support and accommodations. The purpose of this descriptive case study was to identify leaders' strategies for supporting autistic employees. The research question centered on managements' support and accommodations for employees while capitalizing on their strengths. The conceptual framework included labor process to address management extracting benefits from labor, and resource-based theory to examine gaining a competitive advantage by using rare resources. Purposive sampling was used to select 11 leaders, managers, or frontline supervisors for in-person semistructured interviews from a northern Illinois organization that recruits and hires employees with autism. Other data sources for triangulation included communications, manuals, observations, photos, artifacts, and field notes following Yin's 5-step analytic model. Eight themes emerged: (a) advocating for self and others; (b) mission, vision, values, and social responsibility; (c) autism challenges; (d) nonphysical support; (e) physical accommodations; (f) policies, procedures, and funding; (g) support personnel; and (h) unique skillset. The results encompass a mission-driven approach to support and accommodation. This study contributes to social change by demonstrating how managers can use disabled employees and assist them in becoming productive members in the workplace and society, while gaining a feeling of self-worth, dignity, and independence. This reduces the burden on taxpayers for care.

Indiana University-Purdue University Indianapolis (IUPUI)

The topic of this diploma thesis is supervision which implementation is held at the primary schools in the Czech Republic. The main aim of this thesis is to determine the impacts of supervision of teachers who attend it. The initial part of this thesis is comprised of a theoretical introduction about phenomenon supervision residing in an explanatory of theoretical concepts and terms. They are essential for comprehension and appropriate interpretation of ascertained outcomes of the analysis. The analysis proceeds on the basis of qualitative research using open coding applied to semistructured interviews which were realized with the primary school teachers. The part with theoretical conceptions is followed by all the determined findings and particular codes. This diploma thesis detected the most substantial element of the supervision process which is the supervisor who should dispose of experience with using suitable techniques. The personality of the supervisor demonstrates a significant part of the whole process. All of these facets affect the behaviour of participants during the supervision. The research revealed that the deficiency of feeling safe and not using suitable methods during supervision lead to the inceptions of stress even though the supervision should be used as a prevention of them....

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Proactive behaviors are defined as employees’ future-oriented, agentic behaviors that aim to improve workplace conditions. Recent research alludes that employee perceptions of whether they have permission to act proactively may influence their actions. With these ideas in mind, this dissertation introduces the concept of proactivity permission, which is defined as the perception of the extent to which an employee is allowed to perform proactive actions at work. Using a multilevel research design with 501 employees from 112 work groups, I examined the effects of employee and supervisor personality characteristics, relational factors, and contextual factors on proactivity permission. Findings indicate that employee personality characteristics (i.e., psychological entitlement and psychological reactance) positively influence employee proactivity permission beliefs, whereas supervisor personality characteristics (i.e., social dominance orientation and rule-based reasoning) negatively influence proactivity permission judgments of supervisors. The quality of relationships (LMX) between a focal employee and his/her supervisor positively affects both employee proactivity permission and supervisor proactivity permission judgments, while workplace contextual factors (e.g., organizational rule formalization, rule consistency, and normative tightness) are relatively distal to, and play a minor role in, proactivity permission. Additionally, this dissertation finds that employees who believe they have permission to act proactively engage in proactive behaviors to a greater extent, and that supervisors are more supportive toward the proactive behaviors of those employees who they perceive to have greater permission to act proactively. In all, this dissertation offers important contributions to theory and research on employee proactivity and suggests several practical recommendations for managers and organizations who are interested in fostering greater proactivity in the workplace. / Business Administration/Human Resource Management

Supervision is a relatively new concept in Czech education, which in recent years has been trying to become part of the working process of educators. Supervision is intended to help a worker cope with stressful situations, understand current situations, deepen his experience and develop new perspectives for his professional behaviour. The aim of this thesis is to try to map the positive and critical points during the Supervision meetings and to define the differences in the two selected kindergartens. Since each kindergarten is specific in its climate and teaching methods, supervision meetings should also differ in certain aspects. The work is processed qualitatively, with interviews with kindergarten teachers as the main research method. Klíčová slova: supervision, supervisor, nursery school, helping professions