Suchergebnisse

O objetivo deste artigo é analisar a constitucionalidade da Súmula 347 do Supremo Tribunal Federal, segundo a qual "o Tribunal de Contas da União, no exercício de suas atribuições, pode apreciar a constitucionalidade das leis e atos do Poder Público". A recusa à aplicação de lei ao caso concreto por órgão não jurisdicional, quando considera a referida lei inconstitucional, é, de longa data, assunto controvertido inclusive no Poder Judiciário. Neste artigo, por meio de pesquisa doutrinária e com base no método dedutivo, abordam-se, primeiro, as divergências tanto da jurisprudência quanto da doutrina nacional e estrangeira. Em um segundo momento, analisam-se os argumentos contrários à Súmula 347 do STF. Na sequência, defendem-se os argumentos favoráveis à referida súmula. Conclui-se que a Súmula 347 do Supremo Tribunal Federal é constitucional, razão pela qual deve ser mantida, a fim de que se reconheça que os Tribunais de Contas, na qualidade de órgãos de estatura constitucional, podem e devem, não apenas no exercício de suas atribuições, mas principalmente na defesa de suas prerrogativas, quando ameaçadas por norma infraconstitucional, se recusar a aplicar ao caso concreto lei que considerem inconstitucional, em homenagem à supremacia da Constituição, independentemente de já haver ou não jurisprudência do Supremo Tribunal Federal sobre o assunto tratado pela lei considerada inconstitucional.

This work was supported bythe Austrian Science Fund (FWF01_I1774S) to A.H., K.Ö., and E.B., the GermanResearch Foundation (DFG; He3424/6-1 to I.H.), by the People Programme (Marie Curie Actions) of the European Union's Seventh Framework Programme (FP7/2007-2013)under REA grant agreement n° [291734] (to N.C.), by the EU in the framework of theMarie-Curie FP7 COFUND People Programme through the award of an AgreenSkills+fellowship No. 609398 (to J.S.) and by the Scientific Service Units of IST-Austria throughresources provided by the Bioimaging Facility, the Life Science Facility. The IJPB benefitsfrom the support of Saclay Plant Sciences-SPS (ANR-17-EUR-0007). ; Hurný, A., Cuesta, C., Cavallari, N., Ötvös, K., Duclercq, J., Dokládal, L., Montesinos, J.C., Gallemí, M., Semerádová, H., Rauter, T., Stenzel, I., Persiau, G., Benade, F., Bhalearo, R., Sýkorová, E., Gorzsás, A., Sechet, J., Mouille, G., Heilmann, I., De Jaeger, G., Ludwig-Müller, J., Benková, E.

Abstract

Objective
Occupational Safety and Health (OSH) professionals increasingly need to assess and mitigate a broad scope of worker safety, health, and well-being concerns that extend beyond traditional OSH training curricula. Work-related and non-work-related psychosocial hazards, chronic physical and mental health conditions, and changing work arrangements call for an integrative, public health approach to occupational risk management; this approach has been called, "Total Worker Health®" by United States public health authorities (Schulte et al. 2019). OSH professionals need education to ensure that Total Worker Health (TWH) practice approaches are consistently and effectively applied. This study sought to develop a valid, reliable scale that could be used to assess TWH skills gaps that can be addressed with tailored, competency-based curricula.


Method
We developed a survey scale to assess professional competency for specific TWH practice approaches described in prior literature (Lee et al. 2016; Punnett et al. 2020). The scale contained 11 statements and used a 5-point scale (not skilled to highly skilled) to rate the level of competency. We pre-tested and refined the statements for face validity then administered the scale with a convenience sample of 258 professionals from mixed OSH disciplines. A total of 210 OSH professionals (31% safety, 17% industrial hygiene, 12% occupational nurses, 11% occupational physicians, 29% other) who completed 50% or more of the questions were included in the analysis. Scale reliability was assessed with a Cronbach's alpha test. Scale validity and structure were assessed with exploratory factor analysis (EFA).


Results
The 11-item scale had high internal consistency (Cronbach's α = 0.92). The initial EFA solution suggested 2 factors that explained 65.3% of variance, with one cross-loaded question. A final 10-item, 2-factor scale was developed that accounted for 66.0% of variance with no cross-loaded items (Cronbach's alpha α = 0.91). Factor 1 (6 items) contributed to 55.5% of the variance and captured skills related to TWH program leadership (e.g. leader commitment, integrating program systems, engaging with other program leaders and workers). Factor 2 (4 items) contributed to 10.5% of the variance and captured technical skills related to hazard identification and control (e.g. identifying hazards, designing work to reduce hazards). Internal consistency was very good for both TWH program leadership (Cronbach α = 0.89) and TWH risk assessment and control (Cronbach α = 0.80) subscales.


Conclusion
A novel 10-item TWH skill scale to assess specific TWH practice approaches was developed with very good reliability. Factor analysis revealed 2 latent constructs: TWH leadership skills and TWH risk assessment and control skills. This study offers an evidence-based tool to assess competency for specific TWH practices among OSH professionals. The results of this study contribute to the broader research base needed to formalize a TWH competency framework, as advocated by other scholars interested in TWH workforce education (Newman et al. 2020).

Neste artigo, apresenta-se fundamentos teóricos e práticos para o recente campo do jiu jitsu educacional - JJE. Iniciamos fazendo um levantamento bibliográfico a fim de destacar importantes pesquisas acerca dos benefícios da prática da luta no ambiente escolar. Posteriormente, com base na hermenêutica, relacionamos o termo jiu jitsu educacional com a prática e o estudo da luta inserida em uma proposta didático-pedagógica alinhada às orientações contidas na BNCC, com relação ao desenvolvimento pleno da vida. Em seguida, apresentamos e analisamos duas pesquisas de campo para analisar a inovação nos processos de ensino e aprendizagem possibilitadas pelo JJE numa escola municipal: a primeira, uma análise diagnóstica por meio das ferramentas da observação, da roda de conversa e de questionário estruturado; a segunda, uma análise de testemunhos acerca do impacto na cultura organizacional escolar. Os resultados apontam para as contribuições do JJE à cultura organizacional escolar, à comunidade familiar e ao desenvolvimento pleno dos alunos na escola.

What do scholars know about the internet, social media, and other ICTs in African elections? Information on the role electronic media plays in politics on the African continent is limited, with little scholarly work empirically examining the role of electronic media in African elections. In this report, we focus specifically on crowd-sourced publics in the Kenyan context. We intend to contribute to literature on ICT4D and governance, particularly highlighting the potential and limitations of non-profit ICT-using intermediaries and their work to re-define the relationship between citizens and the State. Throughout this report, we center on questions about the role of the crowdsourcing initiative Uchaguzi. This inquiry examines technical challenges, the organization's ability to catalyze responses to reports of violence, the organization's connection with the media establishment and the wider public as well as Uchaguzi's overall role in strengthening electoral transparency and accountability. To address these questions, we employed mixed methods involving both qualitative and quantitative analyses as well as field methods and desk research. Data collection focused on review of documentary sources in addition to collection of both qualitative and quantitative data. Empirical and qualitative sources included fourteen semi-structured qualitative interviews with founders, designers, and implementers. We also conducted a short survey to assess citizens' familiarity with Uchaguzi, reaching a total of 446 people and covering most regions in Kenya.

Abstract
The effects of work and the conditions of employment on health behaviors and intermediate health conditions have been demonstrated, to the extent that these relationships should be addressed in efforts to prevent chronic disease. However, conventional health promotion practice generally focuses on personal risk factors and individual behavior change. In an effort to find solutions to the myriad of health challenges faced by the American workforce, the U.S. National Institute for Occupational Safety and Health (NIOSH) established the Total Worker Health® (TWH) program. Originally organized around the paradigm of integrating traditional occupational safety and health protections with workplace health promotion, TWH has evolved to a broader emphasis on workplace programs for enhancing worker safety, health, and well-being. Among the research programs and approaches developed by investigators at NIOSH Centers of Excellence for TWH and elsewhere, definitions of 'integration' in workplace interventions vary widely. There is no consensus about which organizational or individual outcomes are the most salient, how much to emphasize organizational contexts of work, or which program elements are necessary in order to qualify as 'Total Worker Health'. Agreement about the dimensions of integration would facilitate comparison of programs and interventions which are self-defined as TWH, although diverse in content. The specific criteria needed to define integration should be unique to that concept—i.e. distinct from and additive to conventional criteria for predicting or evaluating the success of a workplace health program. We propose a set of four TWH-specific metrics for integrated interventions that address both program content and process: (i) coordination and interaction of workplace programs across domains; (ii) assessment of both work and non-work exposures; (iii) emphasis on interventions to make the workplace more health-promoting; and (iv) participatory engagement of workers in pivotal ways during intervention prioritization and planning to develop self-efficacy in addressing root causes, skill transfer, building program ownership, empowerment, and continuous improvement. Thus we find that integration requires organizational change, both to engage two managerial functions with different goals, legal responsibilities, and (often) internal incentives & resources, and also to orient the organization toward salutogenesis. Examples from research activity within the Center for the Promotion of Health in the New England Workplace illustrate how these criteria have been applied in practice.