No abstract

The results of this study indicate that nurses worldwide should be aware of the emotional aspects (negative emotions strongly impact health) related to the subjective perception of a worsening health status, regardless of the stage of the disease.

Health education has been on the horizon of nursing professionals for decades. The design and development of new education programmes allied to the processes of ageing and chronic diseases have been sought after. In the twenty first century, the need to develop ‘performant’ policies that lead policymakers, health professionals and civil society to move towards new management of chronic disease marked by citizens’ participation in decisions regarding their health and control of the management of their health condition has accelerated the urgency of citizen-centred health care and education programmes tailored to their needs, preferences, values, and condition. In this paper, we explore what has been done around patient education by nursing professionals and the results achieved. We observe a positive scenario where the patient is seen as an active partner, which leads to the integration of a new perspective, assisted and participatory disease management. There is still a need for more structured and systematised education programmes and training for health professionals involved in this process.

The definition of knowledge supported by Nonakae Takeuchi (1995) considers that it is a human process that allows justifying personal belief about the truth. The individual is an integral part and is inseparable from knowledge. The authors also distinguish explicit knowledge, which can be expressed in words and numbers, and tacit knowledge, that is held by the individual in the form of know-how, and can be identified through their habits, behaviors, emotions, values and ideas.However, there is a wealth of professional knowledge in qualified people that are apart from active life voluntarily or involuntarily, through unemployment or retirement. This source of knowledge could be (re)transformed into new sources of competitiveness for organizations.In this context, this paper seeks to present the results of an exploratory study, orientated to identify knowledge transfer processes, from pensioners and long-term unemployed, to business professionals and companies, through the adaptation of mentoring programs. Five thematic areas of knowledge transfer were considered and selected as key areas of organizational competitiveness: Entrepreneurship, Innovation, Cooperation, Distribution, and Exportation.We consider this work relevant to the extent that the processes of change, caused by world crisis, tend to split fundamental knowledge that must be preserved. With the emergence of the knowledge society, we face problems, uncertainties and challenges arising not only from the financial crises and economic recessions, but also from the social transformations that we have seen in the processes of globalization, demographic change, technological revolution and the single currency, among others.The various transformations mentioned have produced paradoxical impacts, in particular job and knowledge management and the organization of work and working time. Such changes imply that researchers find new ways to a more holistic and human-centered organization.To realize our study we constructed a methodology of knowledge transfer, largely inspired by the work of Peet, Walsh, Rawak & Sober (2010).Our methodology comprised several steps: ( a) identify the knowledge, ( b ) access to persons owning knowledge, ( c ) integrating knowledge in projects, ( d ) combine ideas and initiatives, (e ) relaying knowledge, ( f ) enhance and apply knowledge.The experiential processes developed under this study give companies a large potential to be able to achieve their change objectives, incorporate new knowledge and increase their competitiveness. In this vein, we concluded that our methodology of knowledge transfer was effective as a mean for learning and to operationalize the knowledge held by mentors in strategic areas in the field of entrepreneurship, innovation and cooperation. We also concluded, by the duration of the project and through the measurement of the effects of knowledge transfer and its return in terms of effective improvement of business competitiveness, that it must be applied on a time scale projected in the medium and long term.

Kidney transplantation is considered the best therapeutic option and survival is dependent on adherence to the drug regimen. Adherence to the therapeutic regime thus becomes the key to success. However, the literature shows that not all patients are adherent, and readmission due to graft dysfunction is a reality. Although a direct relationship between adherence to the therapeutic regimen and graft dysfunction cannot be attributed, the issue of adherence is far from not deserving the attention of health professionals. This text aims to identify the importance of nursing interventions in promoting adherence to the therapeutic regimen. In an exploratory approach to the process of adherence, and reflecting on concordance and its relevance to adherence, given the heterogeneity of both definitions, we aimed to study the nurses’ role and the type of interventions to promote adherence to the therapeutic regimen in transplanted renal patients. We conclude that education and counselling are the predominant interventions and that concordance is part of this practice, where the expected outcome is kidney graft survival as a consequence of adherence to the therapeutic regimen.

Pretende-se a partir da presente comunicação aprofundar a temática do assédio moral no trabalho em situações concretas de ocorrência (contextos, condições, estratégias, naturezas do assédio moral, modalidades de agressão física, etc.), principais problemas daí resultantes e identificação de medidas e estratégias de prevenção. Introdução O estudo que se apresenta subordina-se ao título “Prevenir a irreversibilidade do assédio moral: estudo de casos portugueses” foi realizado pela Universidade Autónoma de Lisboa e enquadra-se na linha de apoio à investigação promovida pela Autoridade para as Condições de Trabalho, financiadora do estudo. O objetivo geral do estudo visa conhecer aprofundadamente o fenómeno do assédio moral no trabalho em situações concretas de ocorrência, especialmente o que respeita a contextos, condições, estratégias, naturezas do assédio moral, modalidades de agressão física, psicológica ou outra, características de agressores e agredidos e principais problemas de saúde resultantes, bem como identificar estratégias e medidas de prevenção suscetíveis de diminuir a incidência do assédio moral. O Surgimento do Assédio Moral no Trabalho O assédio moral é um fenómeno plurifacetado, multiforme, complexo e, mesmo se nos cingirmos ao domínio específico do assédio moral no trabalho – entendido genericamente como o assédio moral praticado no quadro das relações profissionais. Segundo Hirigoyen (2002), o assédio moral no trabalho pode ser definido como qualquer comportamento abusivo (seja gesto, palavra, comportamento ou atitude) que devido à sua repetição ou sistematização atente contra a dignidade ou a integridade psíquica e ou física de uma pessoa, cujas consequências fazem perigar o emprego ou as condições de trabalho envolventes. Hirigoyen (1998) não refere nenhuma duração mínima ou repetição, defendendo até que a destrutibilidade deste tipo de comportamentos pode revelar-se em períodos curtos (menos de seis meses). A Agência Europeia para a Segurança e Saúde no Trabalho (2002, 2003) usa a expressão bullying para definir os comportamento repetidos e sem razoabilidade destinados a gerar riscos para a saúde e segurança de um ou mais empregados. As conclusões relativas às entrevistas realizadas aos depoentes são significativas, permitem começar a traçar um perfil indicativo de assediadores e assediados, bem como caracterizar o fenómeno nas suas múltiplas dimensões com vista a uma intervenção esclarecida junto das empresas em particular e das organizações de trabalho em geral. As conclusões da comunicação que se apresenta baseiam-se na análise efetuada, caso a caso, a cada um dos seguintes itens: tipo de assédio moral, duração do assédio, motivo do assédio, ambiente de trabalho, características do assediador, finalidades do assediador, atitudes abusivas, sentimentos causados pelo assédio, reações ao assédio, perceção de si próprio, características da vítima que podem ter motivado o assédio, perceção de si próprio após o assédio, implicações do assédio no trabalho, repercussões do assédio no estado de saúde, repercussões do assédio na vida pessoal do assediado, estratégias adotadas pelo assediado para ultrapassar a situação, redes de suporte, intervenção organizacional na resolução do assédio moral, papel da organização no combate ao assédio moral, papel do Estado no combate ao assédio moral.