THIS ARTICLE HAS THE OBJECTIVE OF ANALYZING THE STRATEGIC DIRECTION PROCESSES OF CHILEAN STATE AND NON-STATE UNIVERSITIES IN ORDER TO GATHER THE STATE SITUATION DEVELOPED BY THEM, ESTABLISH COMPARISON AND EVALUATE THE IMPACT IN THEIR RESULTS. FOR THIS, THE WHEELEN, HUNGER AND OLIVA (2007), MODEL WAS USED, WHICH HAS 4 STAGES: ENVIRONMENTAL ANALYSIS, STRATEGIC FORMULATION, STRATEGIC IMPLEMENTATION AND EVALUATION AND CONTROL OF STRATEGY. THIS LAST STAGE IS DEFINED IN THE MODEL AS PERFORMANCE EVALUATION. THE METHODOLOGY IS ASCRIBED TO THE MIXED RESEARCH PARADIGM, QUALITATIVE THROUGH TECHNIQUES OF DOCUMENTARY RESEARCH FROM WEBSITES AND CHILEAN STATE AGENCIES. BY EXPERT JUDGMENT THE PROGRESS OF UNIVERSITIES WAS EVALUATED FOR THE STRATEGIC PLANNING PROCESS. STATISTICAL ANALYSIS INCLUDE DESCRIPTIVE STATISTICS, NON PARAMETRIC TESTS, ANALYSIS OF BIVARIATE CORRELATION AND LINEAR REGRESSION MODEL. RESULTS SHOW DIFFERENT DEGREES OF PROGRESS IN THE STRATEGIC DIRECTION PROCESS, DETECTING SIGNIFICANT DIFFERENCES BETWEEN STATE AND NON STATE UNIVERSITIES IN ALL MODEL VARIABLES. THE DATA ALSO SHOW THAT THE HIGHER THE DEGREE OF PROGRESS IN THE STRATEGIC PLANNING PROCESS A GREATER INDICATOR OF QUALITY OF UNDERGRADUATE TEACHING IS OBSERVED. MOREOVER, THE LEVEL OF DEVELOPMENT OF STATE UNIVERSITIES REGARDING THE IMPLEMENTATION OF THE STRATEGY POSITIVELY IMPACTS THE NUMBER OF ACCREDITATION YEARS, WHILE FOR NON-STATE UNIVERSITIES ENVIRONMENTAL ANALYSIS POSITIVELY IMPACTS THE NUMBER OF ACCREDITATION YEARS.

THIS STUDY ANALYSES THE RELATIONSHIP THAT EXISTS BETWEEN THE PERFORMANCE OR ORGANIZATIONAL RESULTS AND THE HOT SPOTS IN AN UNDERGRADUATE CAREER OF THE UNIVERSIDAD DEL BIO-BIO IN CHILE. GIVEN THE COMPETENCIES IN ORGANIZATIONAL ASPECTS ALREADY ACQUIRED BY THE STUDENTS OF COMMERCIAL ENGINEERING, THE SAMPLED POPULATION WAS FORMED BY THE 260 STUDENTS IN THE LAST 3 YEARS OF THE CAREER. FROM THIS SAMPLE, A PROBABILISTIC SAMPLE OF 154 STUDENTS, CORRESPONDING TO 60% OF THE POPULATION WAS OBTAINED. IN ORDER TO ACCOMPLISH THE GOALS, AN INSTRUMENT OF 26 ITEMS WAS APPLIED, THAT IS STRUCTURED BASED ON THE DIMENSIONS THAT CONSTITUTE THE GRATTON MODEL. THE ANALYSIS OF THE GRATTON MODEL SHOWED THAT THE EMERGENCE OF HOTSPOTS MAINLY ORIGINATED FROM THE RELATIONSHIP BETWEEN THE LIFE-GIVING PURPOSE AND THE PRODUCTIVE CAPACITY, GIVEN BY THE SKILLS, COMPETENCIES AND ABILITIES THAT WILL LEAD PEOPLE TO BE MORE PRODUCTIVE.

LA EMERGENCIA SANITARIA QUE ENFRENTA EL MUNDO POR COVID?19, PRESENTA DESAFÍOS Y RIESGOS PARA LAS ORGANIZACIONES. ESTA INVESTIGACIÓN EXPLICA EL EFECTO DEL COMPROMISO ORGANIZACIONAL, ESTRÉS LABORAL Y CONCILIACIÓN TRABAJO-FAMILIA SOBRE LA SATISFACCIÓN LABORAL EN FUNCIONARIOS DE UNA MUNICIPALIDAD CHILENA, ANTES Y DURANTE LA PANDEMIA. POR MEDIO DE UNA ENCUESTA SE OBTUVO UNA MUESTRA DE 264 PARTICIPANTES. PARA EL ESTUDIO ESTADÍSTICO SE UTILIZÓ UN ANÁLISIS DE CONGLOMERADOS QUE PERMITIÓ IDENTIFICAR TRES SEGMENTOS DE INDIVIDUOS, DONDE PARA EL AÑO 2019 DECLARABAN UNA PERCEPCIÓN MEDIA EN LAS VARIABLES Y UNA PERCEPCIÓN MEDIA-BAJA AL AÑO 2020. POR OTRO LADO, LOS MODELOS DE REGRESIÓN CONFIRMAN QUE LAS VARIABLES INDEPENDIENTES AFECTAN SIGNIFICATIVAMENTE A LA SATISFACCIÓN LABORAL, CONTRIBUYENDO EN UN 60% EL AÑO 2019 Y 70% EL AÑO 2020 EN EXPLICAR SU VARIABILIDAD. LOS RESULTADOS OBTENIDOS CONFIRMAN QUE EXISTE UN CAMBIO EN LA PERCEPCIÓN DE LAS VARIABLES EN ESTUDIO, ENTRE UN AÑO Y OTRO, QUEDANDO EN MANIFIESTO EL IMPACTO DE LA PANDEMIA EN LOS FUNCIONARIOS PÚBLICOS.

SATISFACCIÓN LABORAL, ELESTILO DE LIDERAZGO Y LAS CREENCIAS ORGANIZACIONALES, CONTRASTADO EN UNA MUESTRADE 145 TRABAJADORES DE LA ADMINISTRACIÓN PÚBLICA DE CHILE. PARA VALIDARLAS HIPÓTESIS, SE EMPLEA UNA ECUACIÓN DE REGRESIÓN MÚLTIPLE QUE ARROJA COMORESULTADO DE UNA MANERA ALTAMENTE SIGNIFICATIVA, QUE LOS ESTILOS DE CREENCIASY LIDERAZGO TIENEN UNA CAPACIDAD EXPLICATIVA DEL 31% DE LA SATISFACCIÓN POREL TRABAJO EN GENERAL. CONCRETAMENTE, LOS RESULTADOS SEÑALAN QUE EL ESTILO DECREENCIAS DE UNA CULTURA ORGANIZACIONAL DE CONTROL, INFLUYE NEGATIVA Y SIGNIFICATIVAMENTESOBRE LA SATISFACCIÓN POR EL TRABAJO EN GENERAL Y QUE, A SU VEZ, ELESTILO DE LIDERAZGO PARTICIPATIVO, INFLUYE POSITIVA Y SIGNIFICATIVAMENTE SOBRE LASATISFACCIÓN EN EL TRABAJO EN GENERAL.

HISTORICALLY, THE CONSTRUCTION INDUSTRY HAS PRESENTED HIGH ACCIDENT RATES, AND IN ORDER TO GET A DEEPER UNDERSTANDING AND MAKING RIGHT DECISIONS, IT IS INTERESTING TO CONSIDER THE RISKS FROM A WORKER?S POINT OF VIEW. THIS RESEARCH DDRESSES THE PERCEPTION OF RISKS BY CONSTRUCTION WORKERS FROM A PSYCHOMETRIC PARADIGM AND CONSIDERING SOME OCIODEMOGRAPHIC VARIABLES. THE STUDY CONSIDERED A SAMPLE CONSISTED OF A GROUP OF WORKERS WHO BELONG TO THE CHILEAN CONSTRUCTION INDUSTRY, PARTICULARLY FROM THE BUILDING CONSTRUCTION SECTOR. RELEVANT RISKS ASSOCIATED WITH A HIGH ACCIDENT RATE WERE IDENTIFIED THROUGH AN EXTENSIVE LITERATURE REVIEW. IN ADDITION, THE RELATIVE RISK RELATED TO PHYSICAL OVEREXERTION AND THAT RELATED TO THE EXPOSURE TO PHYSICAL AND CHEMICAL AGENTS ARE CONSIDERED. BASED ON A PSYCHOMETRIC APPROACH FOR THE EVALUATION OF QUALITATIVE ATTRIBUTES, A MEASUREMENT INSTRUMENT WAS APPLIED; RESULTS WERE THEN STATISTICALLY ANALYZED. ADDITIONALLY, THE INCIDENCE OF SOCIODEMOGRAPHIC VARIABLES WAS EVALUATED: AGE, PROFESSION, EXPERIENCE AND EDUCATIONAL LEVEL IN RELATION TO THE PERCEIVED RISK LEVEL. STATISTICALLY SIGNIFICANT DIFFERENCES OF THE PERCEIVED RISK ASSOCIATED TO NOISE EXPOSURE, DEPENDING ON THE AGE OF THE WORKERS WERE OBTAINED. ON THE OTHER HAND, IT WAS DETERMINED THAT WORKERS WITH THE MOST EXPERIENCE CONSIDER THAT THOSE JOBS THAT INVOLVE UNCOMFORTABLE OR FORCED POSTURES CONSTITUTE A RELEVANT PHYSICAL RISK. MEANWHILE, JOBS SUCH AS: REBAR WORKERS, BRICKLAYERS AND CONCRETE WORKERS, PERCEIVE THE GRAVITY AND IMMEDIACY OF THE EFFECT ASSOCIATED TO RISK SIGNIFICANTLY MORE IN ACTIVITIES THAT INVOLVE REPETITIVE MOVEMENTS.

THIS STUDY PRESENTS AN ANALYSIS OF THE PSYCHOSOCIAL RISK FACTORS THAT CAN END UP IN JOB STRESS, AND THEIR RELATIONSHIP WITH PERFORMANCE IN CHILEAN PUBLIC HEALTH CENTERS. THE SAMPLE CONSISTED OF 141 WORKERS IN BOTH URBAN AND RURAL HEALTH CENTERS. THE INSTRUMENT USED WAS THE JOB CONTENT QUESTIONNAIRE (JCQ); RELIABILITY COEFFICIENTS WERE BETWEEN 0.55 AND 0.83 CONSIDERED ACCEPTABLE INDICATORS OF INTERNAL CONSISTENCY OF THE SCALES. THE RESULTS INDICATED THAT WORKERS FROM IN BOTH URBAN AND RURAL HEALTH CENTERS WOULDFALL IN THE SECOND QUADRANT OF KARASEK?S MODEL, REFLECTING """"""""""""""""ACTIVE WORK"""""""""""""""", CHARACTERIZED BY ELEVATED JOB DEMANDS BUT AN ELEVATED DEGREE OF JOB CONTROL, TURNING THE RESULT INTO A CHALLENGE. HOWEVER, TECHNICIANS HAD LESS JOB CONTROL WITH RESPECT TO OTHER HEALTH TEAM MEMBERS; HENCE, IT WOULD BE IMPORTANT TO FOCUS PREVENTIVE INTERVENTIONS ON THIS GROUP.

THIS PAPER MODELS THE POPULATION DYNAMICS AND COMPETITION OF TWO SYMPATRIC SPECIES OF LIZARDS LIOLAEMUS CYANOGASTER AND LIOLAEMUS TENUIS UNDER THE FOLLOWING SCENARIOS: (A) POPULATION DYNAMICS OF EACH SPECIES, (B) COMPETITION TO THERMOREGULATE, AND (C) COMPETITION FOR THE SUBSTRATE. THE HYPOTHESIS WAS THAT A VARIANT OF THE LOTKA?VOLTERRA MODEL IS ABLE TO EXPLAIN PATTERNS RELATED TO POPULATION DYNAMICS AND COMPETITION BETWEEN BOTH SPECIES. THE DATA USED COME FROM A STUDY CARRIED OUT BETWEEN SPRING AND AUTUMN OF 2011, 2012 AND 2013, IN THE CHILEAN LOCALITY OF NONGUÉN VALLEY. WITH THESE DATA WE ESTIMATE THE NUMBER OF INDIVIDUALS OF EACH SPECIES AS WELL AS THEIR BODY TEMPERATURE AND THE PLACE WHERE IT WAS FOUND (ON THE GROUND OR HIGHER). THE MODEL ANALYZED WAS APPROPRIATE FOR THE THREE SCENARIOS STUDIED AND IT DESCRIBED A PARSIMONIOUS COEXISTENCE BETWEEN THE SPECIES AND A POINT OF EQUILIBRIUM THAT TURNED OUT TO BE AN ASYMPTOTICALLY STABLE ATTRACTOR; THAT IS, IF THESE SPECIES START WITH A CERTAIN INITIAL AMOUNT, THEY WILL ALWAYS REACH AN EQUITABLE FINAL AMOUNT.

THE AIM OF THIS RESEARCH WAS TO ANALYZE THE RELATIONSHIP BETWEEN WORK SATISFACTION AND LEADERSHIP STYLE IN 145 FACULTY STAFF IN PUBLIC AND PRIVATE EDUCATION INSTITUTIONS IN CHILE. TO MEASURE WORK SATISFACTION, THE QUESTIONNAIRE BY CHIANG ET AL., (2008) WAS USED AND FOR LEADERSHIP STYLES, A QUESTIONNAIRE WAS USED BASED ON THE SITUATIONAL THEORY BY HERSEY AND BLANCHARD (CHIANG AND SALAZAR 2011). THE RELIABILITY OF THE SCALES IS VARIABLE AND IN ALL CASES ADEQUATE, WITH CRONBACH?S ALPHA BETWEEN 0.7 AND 0.9. VALUES OF WORK SATISFACTION ARE AROUND 4 (SCALE FROM 1 TO 5), PLACING THOSE SURVEYED AT A LEVEL AS ?SATISFIED WITH THEIR WORK?. NO RESULTS ARE AVAILABLE TO INDICATE LOW LEVELS OF SATISFACTION. VALUES REGARDING INSTRUCTION, PERSUASIVE, PARTICIPATION, AND DELEGATION LEADERSHIP STYLES RANGE BETWEEN 3 AND 3.5, BOTH FOR THE FEMALE AND MALE SAMPLES. THE RESULTS INDICATE THAT THE FOUR LEADERSHIP STYLES ARE PRESENT WITH MEDIUM LEVELS. STATISTICALLY SIGNIFICANT CORRELATIONS EXIST, IN LOW LEVELS, AMONG INSTRUCTION, PERSUASION, AND PARTICIPATION LEADERSHIP STYLES WITH ALL THE FACTORS OF WORK SATISFACTION. POSITIVE CORRELATIONS ARE HIGHLIGHTED BETWEEN SATISFACTION WITH THE WAY THEIR WORK IS CARRIED OUT AND THE PERSUASION AND PARTICIPATION LEADERSHIP STYLES. THE DELEGATION LEADERSHIP STYLE DOES NOT CORRELATE WITH ANY OF THE FACTORS ASSOCIATED TO WORK SATISFACTION.