Manoela Ziebell de Oliveira

Comunicação do diagnóstico: implicações no tratamento de adolescentes doentes crônicos

ae ABSTRACT. This s tudy describes, interprets and d iscusses communicative a spects of physician-patient relations in the treatment of adolescents with chronic organic illnesses. Fifteen ph ysicians (generalists and specialists), 18 adolescents (13 with cystic fibrosis and five with o ther chronic organic diseases), 16 mothers and two fathers, were interviewed. Semi- structured interviews were recorded, transcribed and analyzed according to three c haracteristic phenomenological steps: qualitative description, logical i nduction and interpretation. The results discuss the difficulties in communicating bad n ews and the implications of mistakes in such p rocedures, which may endanger the a dhesion to treatment. The c onclusions highlight t he psychologist part i n the health team, offering better conditions to the psychological development of these patients, helping in physician-patient communication and co-operating on treatment adhesion.

HR Directors’ Understanding of ‘Talent’: A Cross-Cultural Study

In this chapter we aim to advance understanding of the meanings attributed to ‘talent’ by HR directors across the world (N = 410), and how their ‘talent mindsets’ translate into the ways in which talent is identified and managed in their organizations. Respondents from different cultural clusters mentioned ability, skills, knowledge, and potential as high-ranking associations with talent. In addition, the HR directors seemed to agree that talent can be developed for over 50 %. We did find cultural differences relating to the extent to which organizations had an ‘inclusive’ talent management mindset, and the extent to which they relied on first impressions in their assessments of talent. In both cases, organizations from the Anglo cluster scored higher than the other clusters. This is particularly interesting in that the talent management literature is somewhat Anglo-Saxon biased (as most literature is produced in the US and the UK)—further research is necessary to examine the extent to which Anglo-Saxon approaches to talent management can be generalized (or ‘exported’) to other countries and cultures, especially within one and the same MNC. Specific implications for global talent management research and practice are spelled out.

Relationships between creativity, hope, optimism and work performance

Job performance in organizations refers to the real behaviors exhibited by employees to achieve the expectations of success of organizations. The relevance of these behaviors for organizational success is evident and, therefore, we observe a great concern in promoting them. One of the requirements to promote job performance is to learn what variables are related to it. This study aimed to elucidate the relationship between job performance, hope, optimism and creativity, and also test a model to predict job performance based on these variables. The participants were 194 employees from six private companies, working in sales and credit recovery functions. The results indicated positive correlations between performance, hope, optimism and creativity. When the variables were taken together hope and creativity were those able to predict performance. The results suggest that stimulating creative potential and the 1 Endereço para correspondência: Laboratório de Mensuração, Instituto de Psicologia, Universidade Federal do Rio Grande do Sul, Rua Ramiro Barcelos, 2600, sala 101, Bairro Santa Cecília, Porto Alegre, RS, Brasil 90035003. E-mail: livialucas@yahoo.com.br Carlomagno, L. L. L., Natividade, J. C., Oliveira, M. Z., Hutz, C. S. 498 development of hope among employees is essential to reach a superior organizational performance and help individuals to fl ourish.

A medida do talento: evidências de validade de uma escala para aferir talento em organizações

A great competitiveness in business has led organizations to an aggressive race for top talent professionals. This dispute has generated debates, in both the organizational, and the academic fi eld, about how to defi ne the phenomenon and how to assess its occurrence in the general population. This study reviewed the literature about talent, and proposed a measurable defi nition of the construct, which can

A lógica da dialogicidade narrativa no repertório de posições pessoais

The aim of this study was to analyze the logical relations behind the concept of dialogical self and its instrumental counterpart - the Personal Position Repertoire (PPR). This analysis relied on empirical evidence provided by the application of the PPR to 17 participants between 19 and 34 years old (11 women). Results suggested two different contexts for the phenomenon of dialogicality: the possibility for a person to perceive her or himself as a multiplicity of characters, and to construct narratives about her or himself from different points-of-view. These results indicate that the PPR is able to demonstrate the basic spatial structure of the dialogicality but not the dialogicality in action, that is an outcome of the selfs narrative nature. To conclude, some limitations and possibilities for the PPR are discussed.

Do age and education predict performance of older adults on the d2 Test

The objective of this study was to investigate the association of age and education in the performance of cognitively preserved older adults in the d2 Sustained-Attention Test, and to compare the results of different age groups and levels of schooling in this instrument. The sample was composed of 211 adults, 60 years of age or older, who were not institutionalized, and who completed a sociodemographic questionnaire, the Mini Mental State Examination, the Geriatric Depression Scale (short form), and the d2 Test. Data analysis was conducted using descriptive statistics, partial correlations, multiple linear regression and one-way ANOVA. The results of partial correlations and multiple linear regression showed that age and years of schooling demonstrated significant associations with all d2 Test scores, with age being the predictive variable that showed the greatest influence on the performance of the older adults. Comparison of performance in the d2 Test among the six groups according to the distribution by age group (60-69 years and 70 years or more) and by levels of schooling (primary, secondary and higher) showed that younger adults with a higher level of schooling scored better on the d2 Test, suggesting the need for normative data studies for this population.

Modelos relacionales y conflicto trabajo-familia: un estudio con muestras de Brasil y los Estados Unidos de América

espanolResumen: La teoria del apego busca entender como los lazos emocionales pueden afectar diferentes aspectos de la vida de las personas a traves del continuo de la vida. Este estudio tiene como objetivo comprender como los patrones de estilos de apego ansiosos y evasivos explican las dimensiones de conflictos trabajo-familia: interferencia de trabajo con la familia (ITF) e interferencia familiar con el trabajo (IFT). Para lograr esto, los datos fueron recolectados a traves de dos cuestionarios con muestras de Brasil y de los Estados Unidos de America. La muestra incluyo a 676 personas mayores de 18 anos, 369 de Brasil y 307 de EUA. Los resultados demostraron que el estilo de ansioso se relaciona y predice ambas dimensiones del conflicto trabajo-familia. Por su parte, el estilo evitativo fue predictivo solo para participantes de los EUA. Estos resultados acentuan la investigacion de los estilos de apego que construyen la importancia y sus interacciones dentro de las exigencias laborales y familiares EnglishAbstract: Attachment theory seeks to understand how emotional bonds can affect different aspects of people’s lives across the continuum of life. This study aimed at comprehending how patterns of anxious and avoidant attachment explain two dimensions of the work-family conflict construct, work interference with family (WIF) and family interference with work (FIW). To achieve this, data were collected through a survey with samples from Brazil and the United States of America. The sample included 676 people older than 18 years old - 369 participants were from Brazil and 307 were from the USA. Results demonstrated that the anxious pattern of attachment relates to and predicts both dimensions of the work-family conflict. On the other hand, avoidant attachment was an explanatory variable for only for participants from the United States. These results accentuate scientific investigation of attachments constructs’ importance and its interactions within work and family demands portuguesResumo: A teoria do apego procura compreender como os vinculos emocionais podem afetar os diferentes aspectos da vida das pessoas ao longo do ciclo de vida. Este estudo teve como objetivo compreender como os padroes de estilos de apego ansioso e evitativo explicam as duas dimensoes do construto conflito trabalho-familia, isto e, como o trabalho interfere na familia (TIF) e como a familia interfere no trabalho (FIT). Para a realizacao do estudo foram recolhidas informacoes atraves de um survey com amotras de respondentes do Brasil e Estados Unidos da America. A amostra contou com 676 pessoas com idade superior a 18 anos, 369 delas do Brasil e 307 dos EUA. Os resultados demonstraram que o estilo de apego ansioso se relacionou e previu ambas as dimensoes do conflito trabalho-familia. Por outro lado, o apego evitativo foi uma variavel explicativa somente nos participantes dos EUA. Os resultados realcam a importância da investigacao acerca dos estilos de apego e das suas relacoes com processos de interacao familia-trabalho

Implicit Link: Using Free Association to Explore Cross-Cultural Differences in the Meaning of Talent

Due to the strikingly diverse forms talent management takes in the field, confusion has arisen about the meaning of the term ‘talent’ itself, especially in the context of cross-cultural organizing ...

Pruebas de Validez del Inventario de Motivos Para Rotación y Retención (TAMS) en una Muestra Brasileña

O turnover de profissionais tornou-se preocupacao crescente de pesquisas organizacionais, gerando muitos modelos preditivos no mundo todo. Um modelo promissor e o Inventario de Motivos para Retencao e Turnover (TAMS). Este estudo buscou adaptar e validar o TAMS para o contexto organizacional brasileiro, e verificar se a afirmacao sobre a universalidade desse modelo se mantem. Foram participantes 523 profissionais brasileiros, predominantemente homens (57,7%), de diferentes niveis hierarquicos e empresas, com idades entre 24 e 54 anos (M = 34,2, DP = 7,17). Os resultados forneceram evidencias de consistencia interna e validade convergente, divergente, e preditiva, apontando a TAMS como ferramenta que permite compreender e gerir mais adequadamente a intencao de rotatividade e seus antecedentes. Apesar de ser uma medida promissora, os resultados apontam a necessidade de, em estudos futuros, investigar e adequar algumas das subescalas da TAMS, especialmente forcas normativas e constituintes, para que sejam mais representativas do contexto brasileiro.

Evidências de Validade do Inventário de Motivos Para Turnover e Retenção (TAMS) em uma Amostra Brasileira

O turnover de profissionais tornou-se preocupacao crescente de pesquisas organizacionais, gerando muitos modelos preditivos no mundo todo. Um modelo promissor e o Inventario de Motivos para Retencao e Turnover (TAMS). Este estudo buscou adaptar e validar o TAMS para o contexto organizacional brasileiro, e verificar se a afirmacao sobre a universalidade desse modelo se mantem. Foram participantes 523 profissionais brasileiros, predominantemente homens (57,7%), de diferentes niveis hierarquicos e empresas, com idades entre 24 e 54 anos (M = 34,2, DP = 7,17). Os resultados forneceram evidencias de consistencia interna e validade convergente, divergente, e preditiva, apontando a TAMS como ferramenta que permite compreender e gerir mais adequadamente a intencao de rotatividade e seus antecedentes. Apesar de ser uma medida promissora, os resultados apontam a necessidade de, em estudos futuros, investigar e adequar algumas das subescalas da TAMS, especialmente forcas normativas e constituintes, para que sejam mais representativas do contexto brasileiro.