This diploma thesis is theoretically-empirical. The theoretical part provides us with information about stress and burnout syndrome obtained on the basis of study of relevant literature. It defines the basic concepts of stress and burnout syndrome and introduces us to their basic characteristics. In the second empirical part is the rate and frequency of burnout staff is determined on the basis of a questionnaire survey in the sample of pedagogical staff. As a partical part targeted interviews with selected teachers are used as a complementary method.

Empirical research exploring the complex phenomenon of job burnout is still considered to be in its infancy stage. One clearly established stream of research, though, has focused on the antecedents of the three job burnout components: emotional exhaustion, depersonalization, and personal accomplishment. In particular, situational characteristics have received a great deal of attention to date. Four situational factors: (1) role ambiguity, (2) role conflict, (3) quantitative role overload, and (4) organizational support were included in this analysis to test their significance as predictors of job burnout. Another set of antecedents that has received far less attention in job burnout research is personal dispositions. Individual differences, most notably personality traits, may help us understand why some employees experience burnout whereas others do not, even within the same work environment. Four personality characteristics: (1) self-esteem, (2) locus of control, (3) communal orientation, and (4) negative affectivity were included to test their significance as predictors of job burnout. An on-site, self-report survey instrument was used. A sample of 149 human service professionals employed at a large government social services department voluntarily participated in this research. The main data analysis techniques used to test the research hypotheses were canonical correlation analysis and hierarchical analysis of sets. While role ambiguity showed no significant associations with any of the three job burnout components, the remaining situational factors had at least one significant association. Among all the situational characteristics, quantitative role overload was the strongest situational predictor of emotional exhaustion and depersonalization, while organizational support was the strongest situational predictor of personal accomplishment. The personality predictor set as a whole showed a significant relationship with each of the job burnout components, providing strong proof that dispositional effects are important in predicting job burnout. Among all the personality characteristics, negative affectivity was the strongest personality predictor of emotional exhaustion and depersonalization, while communal orientation was the strongest personality predictor of personal accomplishment. Comparisons between the personality and situational predictor sets revealed that personality characteristics were the stronger predictor for all three of the job burnout components. No interactions among the situational and personality predictors proved significant.

No description available.

The purpose of this quantitative research study was to explore dual enrollment as a college readiness strategy and the effects of dual enrollment programs on persistence and achievement within a post-secondary institution. This study examined documented institutional data of former dual enrollment students and their direct entry peers who were 1st-time college students at a community college in South Mississippi. Community colleges in Mississippi have maintained dual enrollment programs for over a decade, but few empirical-based research studies have been conducted to determine whether or not student achievement and persistence rates differed for students with prior dual enrollment experience. Therefore, more empirically-based research is needed to determine whether research findings are generalizable. Further research will contribute to the body of literature regarding the impact and effectiveness of dual enrollment and how it relates to college persistence. The sample included all students who graduated from local service area high schools in the spring of 2012 and matriculated to the community college in the fall of 2012. The study analyzed measures of achievement and indicators of persistence for all students over 2 academic years. The study used an independent sample t-test to compare whether prior dual enrollment students had different rates of persistence and achievement than direct entry students. A factorial analysis of variance was used to test for significance among independent variables of enrollment type with the dependent variables of persistence and achievement among categorical variables of race to determine if there was a difference in proportion of students in dual enrollment versus direct entry. Persistence is defined as the continuous full-time enrollment from the first year to the second year. Achievement was measured using ACT scores and grade point average (GPA). Findings revealed that no significant difference existed in measures of persistence between students with prior dual credit and direct entry students. Significant differences existed in measures of achievement by students with prior dual credit and by direct entry students in two areas: Act scores and cumulative GPA. Other findings indicated differences did not exist for persistence by enrollment type and race or for achievement by enrollment type and race.

Syfte: Syftet med denna kvalitativa studie är att undersöka och bidra med kunskap om ledarskap i provisionsbaserade yrken och ledarskapets betydelse för fastighetsmäklarens prestation.Metod: Studien har en kvalitativ utgångspunkt med en abduktiv ansats och består av sju semistrukturerade intervjuer som har genomförts med medarbetare verksamma i fastighetsmäklarbranschen.Resultat och slutsats: Resultatet av denna studie visar att ledaren har inflytande på en fastighetsmäklare och dennes prestationer. Det är framför allt nya fastighetsmäklare är i behov av mer stöd och hjälp av sin ledare för att kunna prestera, men resultatet visar även att erfarna fastighetsmäklare önskar tillgänglighet för stöd i vissa situationer som hjälper dem att prestera.Examensarbetets bidrag: Den här studien bidrar till kunskap om ledarskapets påverkan på prestation i säljande yrken, inriktat mot fastighetsmäklarbranschen. Studien visar i flera fall att ledarens ledarskap har inverkan på fastighetsmäklarens prestation, särskilt i början då fastighetsmäklarna var nya inom yrket. Studien visar även att vilket ledarskap fastighetsmäklaren önskar att deras chef ska använda sig av kan förändras över tid.Förslag till framtida forskning: Förslag till framtida studier är att genomföra liknande studier i olika sammanhang för att undersöka hur ledarskap påverkar prestation inom fastighetsmäklarbranschen. Det vore intressant att intervjua fastighetsmäklare på inom andra geografiska områden, till exempel mindre städer eller enbart fokusera på en storstad. Det vore även intressant att inkludera ett större antal fastighetsmäklare, för att kunna fördjupa sig i både de nyexaminerade fastighetsmäklarnas perspektiv och fastighetsmäklarna med längre erfarenhet.

Made available in DSpace on 2016-04-26T20:28:00Z (GMT). No. of bitstreams: 1 Tiago Cappi Janini.pdf: 2239606 bytes, checksum: dd5fe016288e4a4d59b02aea59ca74f0 (MD5) Previous issue date: 2008-10-01 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The work s purpose is to analyse the judicial causality of the rules of law included in the tax compensation. Describe the rules accomplishment series that will compose the compensation judicial fact, that is, the tax credit formalization and the Treasury debit relation, and the rules that composes the compensation judicial relation. Devote to study the three possible ways to supress the tax obligation under compensation view, in accordance with the individual and concrete rule sender: (i) for the administrative authority; (ii) for the taxpayer; (iii) for the judiciary authority. Use the logic-semantic construction method, approaching the law like a communication process, constituted, modified and extinted only for judicial language. In view of the premise, identify several rules accomplishment series of the tax compensation, always finishing with the individual and concrete rule production whose content is the tax judicial relation s extinction. This study make evident that tax compensation is a complex judicial act, needing several rules accomplishment series to hit yours objective / O objetivo do trabalho consiste na análise da causalidade jurídica das normas envolvidas na compensação tributária. Descrevem-se as cadeias de positivação das normas que vão constituir o fato jurídico da compensação, ou seja, a formalização do crédito tributário e a constituição da relação de débito do Fisco, e das normas que determinam a relação jurídica da compensação. Dedica-se ao estudo de três maneiras possíveis para se extinguir a obrigação tributária sob a ótica da compensação, de acordo com o sujeito emissor da norma individual e concreta: (i) pela autoridade administrativa; (ii) pelo contribuinte; e (iii) pela autoridade judiciária. Utiliza-se o método do constructivismo lógico-semântico, abordando o direito como um processo comunicacional, construído, modificado e extinto somente por meio de linguagem jurídica competente. Em face das premissas, identificam-se várias cadeias de positivação de normas da compensação tributária, sempre se encerrando com a produção de uma norma individual e concreta cujo conteúdo é a extinção da relação jurídica tributária. Este estudo evidencia que a compensação tributária é um ato jurídico complexo, necessitando de vários fluxos normativos para atingir seu objetivo

自2007年第七屆立法委員選舉開始，我國國會選舉制度正式換軌為單一選區兩票制，立法院是中華民國目前唯一的國會，國會助理成為選民和立委之間的橋樑，並代理立法委員提供選民服務，隨著選區選民服務個案數量的增加，選民服務的內容有哪些，國會助理如何處理選民服務案件以及國會助理如何透過選民服務的過程，以獲得工作上的成就感等主題，值得深究。 本研究以立意抽樣方式，採質化半結構深入訪談法，面訪立法院(第七屆末及第八屆初)區域立委立法院辦公室主要或部分負責選民服務案件的助理及主任等12人，旨在探討瞭解國會助理選民服務的工作內容及選民服務所帶來的成就感。 本研究經由訪談之後的資料分析，所獲得的重要發現如下： 一、助理工作、內容複雜多樣：在國會辦公室中，大都設有負責行政庶務，負責　　質詢議題、問政資料蒐集與整理，掌管選民服務及辦公室主任等各樣助理。 二、成為助理、多種雇用機緣：成為助理的管道多元，諸如透過立法院公佈欄，網路上的徵人啟事，寄履歷表應徵，擔任立法委員參選時輔選團隊等機緣。 三、工作評價、感受正負不一：正面是可以充分發揮對政治的理想與抱負，累積待人處事的經驗，增進人際關係能力等；但負面在於沒有升遷或加薪的機會。 四、服務案件、來自多元管道：選民服務案件來自選區服務處或所接到的陳情案件，中央黨部或者黨團轉介，或在委員的臉書或網頁上留言，電子郵件陳情等。 五、選民服務、事關連任至巨：在單一選區制的情況下，區域立委的產生來自選票，一位委員能否獲得連任成功，和國會助理的選民服務成果關係密切。 六、服務選民、尤需熱忱耐性：選民大都遇到困難才會提出服務要求，因此助理在處理服務案件時要有耐心，並要讓選民感受到助理的熱心及熱情。 七、有些案件、令人心生焦慮：有些案件具有較大壓力，其來源多元多樣，諸如時間急迫，陳情人緊迫盯人，選民的焦急情緒及舉動，選區人情壓力等。 八、助理工作、連帶收穫豐碩：擔任助理可以學習處世經驗，提升自我，並累積各種人際關係，交到許多的好朋友，還可在所接觸的案件中，充實自我。 　　本研究並根據訪談資料分析所得到的研究發現，提出以下研究建議： 一、對國會助理之建議：擔任助理有必要大力提升法學素養；從事選民服務工作時，須展現高度熱情；體認助理工作之不易，時時充實自己；而助理工作並無升遷機會，要另謀高就有待增加專業能力；努力學習溝通技巧，此事關係工作成效；對於有意從政者，趁從事助理機會紮根選區，預作從政準備；善用助理職務可利用資源，廣結善緣。 二、對相關單位建議：國會助理任期隨立法委員進退，因此雇用期間基本上僅4年，因此，助理任用亟須強化保障；同時，福利待遇亦有待大力加強。 三、對立法委員之建議：助理對選民服務之成效，事關連任與否甚巨，因此，在聘任助理人員時，必須慎選人才。 關鍵字：國會助理，工作內容，工作成就感 / Abstract Since 2007 the Seventh Legislative Yuan elections, Taiwan’s Congressional electoral system officially has changed to a "single-constituency, two-ballot" electoral system. The Legislative Yuan is the only Congress in Republic of China and Legislative assistants have become the main communication bridge/door between voters and legislators, and also have become the go between for legislators and their voters. However, with the increase in the number of cases, this is a relative topic worthy for us to explore, eg, What is the extent of services for voters? How do the legislative assistants successfully manage and deal with the voters’ cases, and also get a sense of accomplishment from the work? Selective sampling was chosen for this study, using qualitative, semi-structured, in-depth interviews, 12 legislators assistants and directors were interviewed. They were mainly or partly in charge of services for voters, and worked for the regional office of legislators (the late seventh and early eighth) of Regional Office in Legislative Yuan. The main purpose of this study was to explore and understand the content voter services work and the sense of accomplishment brought by the work of legislative/congress assistants. The results of data analysis with in-depth interviews of legislative assistants and legislators offices directors are followed. First, the content of assistant work is complex and diverse: Usually in most congress offices, there are several assistants, who are specifically in charge for different parts of work, such as administrative assistant; assistant - who is responsible for questions topics; assistant - who would work on data collection and sorting of politics; and office director - who administrates the legislator office and voter services. Second, there are many different ways to be a legislative assistant: such as sending resume through Bulletin board in Legislative Yuan or Job’s online website; or joining the campaign group for the legislator and for delivering votes for the legislator and so on. Third, Job evaluation; there are advantages and shortcomings from legislative assistant work: the advantage of this work is, people can give full play to their political ideas and aspirations; they can earn accumulated experience of dealing with people, and enhance interpersonal skills; but the shortcoming is lack of opportunities for promotion and pay raise. Forth, voter service cases from the multiple places: voters service cases usually are received from several different places, such as the constituencies services department or have been referred from headquarters or from the caucus; also, voters can leave a message or send a petition on legislator’s Facebook, web page, or e-mail. Fifth, Voter service is related to the next election/campaign of legislator: In the case of single-constituency, two-ballot " electoral system, the outcome of the relationship between voters service and ballot is closely connected; each ballot influences a present legislator on his/her success for the next campaign and chances of being the next legislator. Sixth, Voter service needs work with enthusiasm and patience: Mostly voters will request for the voters service when they are facing real difficulty. Therefore, it needs more patience when a legislative assistant is working on these cases, and also need to show their enthusiasm and passion for the people. Seventh, some of cases are urgent: some (voter service) cases must be dealt with urgently, the pressure comes from different factors, such as, limited time; hot-pursuit of the petitioner; the anxious mood of the voters; and personal pressure. Eighth, assistant job comes with benefit: Being a legislative assistant can learn the manner of dealing with people and situations, Self-improvement and accumulate a variety of interpersonal skills such as collect a network of good friends. Also, a legislative experience can lead to self-enrichment. According to the analysis and research of data and interviews in this study, this study provides the following suggestions for congress assistants, relative departments and legislators: 1. For legislative/congress assistants: As a legislative/congress assistant, they need to improve their literacy of law; he/she needs to show the high enthusiasm during the voter service; understanding of complex legislative assistant work, and self-improvement; due to the lack of opportunities for promotion, congress/legislative assistants need to enhance their own professional competence if they want to change the job in the future; increase the skills of communication, it’s relative to the results of work; for those, who wants to be a politician, they should take note of the process during their experience as an assistant; properly using all the resources as an assistant, and create a big network of contacts. 2. For other departments: a congressional aides /legislative assistant’s work term is based on legislator’s tenure. It’s basically only 4 years period of employment. Therefore, they need to strengthen their job’s security, and also vigorously improve their salary and benefits. 3. For legislators: The outcome of the relationship between voters service and assistant is closely connected, it influences the present legislator’s next campaign. Therefore, they should be careful who they choose to hire an assistant. Key words: congress/legislative assistants, the content of assistant work, sense of accomplishment from the work

p. 1-72 / Submitted by Santiago Fabio (fabio.ssantiago@hotmail.com) on 2013-04-22T19:49:42Z No. of bitstreams: 1 7777777.pdf: 336948 bytes, checksum: a1c7b05d89f95759cee2e64b2d32e3f0 (MD5) / Approved for entry into archive by Maria Creuza Silva(mariakreuza@yahoo.com.br) on 2013-05-04T17:21:45Z (GMT) No. of bitstreams: 1 7777777.pdf: 336948 bytes, checksum: a1c7b05d89f95759cee2e64b2d32e3f0 (MD5) / Made available in DSpace on 2013-05-04T17:21:45Z (GMT). No. of bitstreams: 1 7777777.pdf: 336948 bytes, checksum: a1c7b05d89f95759cee2e64b2d32e3f0 (MD5) Previous issue date: 2010 / A formação do agente comunitário de saúde (ACS) é uma estratégia que contribui para a melhoria do cuidado à população. Um programa de formação é bem sucedido quando os participantes desenvolvem os conhecimentos, os comportamentos e as habilidades esperadas, através de processos de aprendizagem fomentados por métodos e meios adequados, de forma a satisfazer as necessidades do indivíduo e da organização em que se insere. A necessidade de dimensionar o desempenho final dos egressos dessa formação, por meio de uma avaliação, é de interesse e importância para os atores envolvidos, possibilitando conhecer o resultado dessa formação na prática para rever e subsidiar a melhoria da sua atuação. Este estudo objetiva a construção e validação do instrumento para avaliação de desempenho final, do módulo I da formação técnica dos ACS no estado da Bahia. O processo de elaboração foi desenvolvido em sete etapas, quais sejam: análise documental; construção do modelo lógico; construção da primeira versão do instrumento; a validação por seis especialistas; aplicação preliminar num grupo de nove ACS em duas equipes de saúde da família num município de pequeno porte da região metropolitana de Salvador; revisão do teste para a definição do instrumento final com índices adequados de validade e de fidedignidade; e finalmente, a construção do roteiro preliminar de aplicação com sugestão de critérios de análise de dados. O instrumento focaliza o módulo I do itinerário formativo do ACS que é composto de 03 módulos em sua totalidade. Consta de duas partes, a primeira visa obter dados de identificação e a segunda busca sintetizar os conhecimentos, as habilidades necessárias para desenvolverem as competências propostas na formação. / Salvador

Made available in DSpace on 2014-12-17T14:27:21Z (GMT). No. of bitstreams: 1 ThiagoOM_DISSERT.pdf: 2099350 bytes, checksum: 154cb2930656d62e9b54bf423c91e25f (MD5) Previous issue date: 2012-03-19 / O Brasil, apesar de ter uma participa??o ativa nos f?runs internacionais de debates sobre a prote??o dos direitos humanos, ainda n?o atua de forma eficiente no adimplemento das obriga??es livremente pactuadas, fato este que o levou a ser acionado e condenado pela Corte Interamericana de Direitos Humanos, em virtude da pr?tica de atos violat?rios aos ditos direitos, praticados no ?mbito dos tr?s Poderes, bem como por todos os Entes Federativos. Diante dessa realidade que se apresenta, o nosso objeto de estudo ser? investigar a efetiva??o dos direitos humanos previstos em tratados internacionais pela Jurisdi??o brasileira. Na esteira desse racioc?nio, nossa problem?tica consiste em demonstrar que os tratados internacionais de direitos humanos, apesar de serem claramente fontes do direito estatal, n?o v?m sendo devidamente aplicados pelos ?rg?os que exercem a fun??o jurisdicional em nosso pa?s. Fixada ? problem?tica, nosso objetivo no presente estudo consiste em: 1) descrever a compet?ncia constitucional do Poder Judici?rio para prote??o dos direitos humanos e aplica??o dos tratados internacionais; 2) definir o controle jurisdicional de convencionalidade como instrumento de prote??o dos direitos humanos a ser utilizados pelos magistrados; e, 3) analisar quase um s?culo de decis?es do Supremo Tribunal Federal no que toca a aplica??o dos tratados internacionais de direitos humanos. Espera-se efetivamente demonstrar que compete a todos os ?rg?os estatais o dever de aplicar diretamente os instrumentos internacionais de prote??o aos direitos humanos devidamente internalizados. Essa obriga??o inegavelmente tamb?m recai sobre os que exercem a fun??o jurisdicional. Desta maneira, todos os ju?zes incumbidos do exerc?cio da jurisdi??o convertem-se no ?mbito estatal em verdadeiros concretizadores dos direitos humanos, sejam eles advindos do sistema global ou do regional de prote??o. Dessa forma, devem servir-se do controle de convencionalidade para afastar as manifesta??es estatais que estejam em dissintonia com o teor dos tratados internacionais de direitos humanos, bem como da interpre??o a eles conferida pelas Cortes e Tribunais internacionais

The goal of this study was to describe professional accomplishment as part of the pleasure and suffering concept at work and to investigate the impact of the individual and organizational values in the professional accomplishment. The hypothesis was that the individual and organizational values impact favorably for workers' professional accomplishment with university degree. Studies about pleasure, welfare, and psychodynamic of work and theories of the human and organizational values supplied the theoretical foundations for this work. It was developed in two stages. In the first one, it was used Scales of Relative Values to Work, of Organizational Values, of Pleasure-Suffering at Work and records of sociodemographic variables. 178 workers of different companies and several segments got in this study. It demanded the individual s complete superior level and a year of graduation course conclusion. In the second phase 10 workers, which we selected among the first phase individuals, were interviewed individually. The goal in this stage was to describe empirically the phenomenon of the professional accomplishment, under workers' optics. The individuals were selected from the means in pleasure and suffering at work demonstrated in the first phase. Two cases of pleasure factor were chosen, and two of suffering factor, and also two with average results in these factors. The first phase the data were submitted to descriptive statistics, factorial analysis and linear regressions. The interviews were analyzed by content analysis. The group showed pleasure mean above the average point of the scale and mean of suffering down the average point. However, means moderated in Accomplishment and Waste denoted states not characterized as pleasing. High and significant correlations among values at work and organizational values showed equivalence between both. Because of this, only the values related to work entered the regression models to test the main hypothesis of this study. Accomplishment was evaluated as an attitude and not as a value. Eight regressions-standard were done, in which it can be verified that the relative value to the Social Relations in Work was significant predictor of the four pleasure-suffering factors, being directly related to the pleasure factors and inverse to the suffering factors. Of the sociodemographic variables, The Graduation Area was significant and inverse predictor Freedom ; Age predicted significantly Waste and Devaluation In the content analysis, four macro-categories were identified: Factors that interfere in the Professional Accomplishment , Factors that characterize Professional Accomplishment , Characteristics of the Work and Values at Work . The results of this study confirmed that professional accomplishment is at the same time a pleasure source, if it is present, and of suffering, if absent, and that suffered impact of the relative value towards the Social Relations in Work . Three aspects were detected in the search of professional accomplishment: 'Individual's interactions in the social environment and what he seeks in these interactions'; 'Resources to coping with situations which generate suffering at work' and 'dynamic established with organization, in which they are inserted. The results were discussed in the literature light of the area. There were suggested themes for posterior investigations. / Este estudo teve por objetivo descrever a realização profissional como um dos aspectos fundamentais do prazer e do sofrimento que o trabalhador sente no trabalho e investigar o impacto dos valores individuais e organizacionais na realização profissional. Hipotetizou-se que os valores individuais e organizacionais contribuiriam favoravelmente para a realização profissional de trabalhadores com formação superior. Estudos sobre prazer, bem-estar, psicodinâmica do trabalho e teorias dos valores humanos e organizacionais forneceram os fundamentos teóricos para este trabalho que foi desenvolvido em duas etapas. Na primeira utilizaram-se Escalas de Valores Relativos ao Trabalho, de Valores Organizacionais, de Indicadores de Prazer-Sofrimento no Trabalho e Ficha de dados sócio-demográficos. Desta etapa participaram 178 trabalhadores de diferentes empresas e segmentos diversos. Exigiu-se dos sujeitos, nível superior completo e um ano de conclusão do curso de graduação. Na segunda fase foram entrevistados individualmente 10 trabalhadores selecionados dentre os sujeitos da primeira fase. O objetivo nesta etapa era descrever empiricamente o fenômeno da realização profissional, sob a ótica dos trabalhadores. Os sujeitos foram selecionados a partir das médias em prazer e sofrimento no trabalho apresentadas na primeira fase. Foram escolhidos dois casos de cada extremo de prazer, dois de cada extremo de sofrimento e dois com resultados médios nestes fatores. Os dados da primeira fase foram submetidos a análises descritivas, análise fatorial e regressões lineares. As entrevistas foram analisadas por análise de conteúdo. O grupo apresentou média de prazer acima do ponto médio da escala e de sofrimento, abaixo. Todavia, médias moderadas em Realização e Desgaste indicaram a existência de estados que não podiam ser caracterizados somente como agradáveis. Altos e significantes valores das correlações entre os valores relativos ao trabalho e valores organizacionais indicaram equivalência entre ambos. Por isso, somente os valores relativos ao trabalho entraram nos modelos de regressão para testar a hipótese principal deste estudo. Realização foi avaliada neste estudo como uma atitude e não como um valor. Foram feitas oito regressões-padrão, nas quais pode verificar que o valor relativo ao trabalho Relações Sociais foi preditor significante dos quatro fatores de prazer-sofrimento, sendo esta relação direta com os fatores de prazer e inversa com os fatores de sofrimento. Das variáveis sóciodemográficas, Área de Graduação foi preditor significativo e inverso de Liberdade ; Idade predisse inversa e significantemente Desgaste e Desvalorização . Na análise de conteúdo foram identificadas quatro macro-categorias: Fatores que interferem na Realização Profissional , Fatores que caracterizam a Realização profissional , Características do Trabalho e Valores no trabalho . Os resultados deste estudo confirmaram que realização profissional é ao mesmo tempo fonte de prazer, se presente, e de sofrimento no trabalho, se ausente, e que sofreu impacto do valor relativo ao trabalho Relações Sociais . Foram detectados três aspectos na busca da realização profissional: interações do indivíduo no ambiente social e o que ele busca nestas interações; recursos de enfrentamento que possui para lidar com situações geradoras de sofrimento no trabalho e dinâmica estabelecida com a organização na qual está inserido. Os resultados foram discutidos à luz da literatura da área. Foram sugeridos temas para investigações posteriores. / Mestre em Psicologia Aplicada