The exposure to high glucocorticoids (GC) triggers neuronal atrophy and cognitive deficits, but the exact cellular mechanisms underlying the GC-associated dendritic remodeling and spine loss are still poorly understood. Previous studies have implicated sustained GC elevations in neurodegenerative mechanisms through GC-evoked hyperphosphorylation of the cytoskeletal protein Tau while Tau mislocation has recently been proposed as relevant in Alzheimer's disease (AD) pathology. In light of the dual cytoplasmic and synaptic role of Tau, this study monitored the impact of prolonged GC treatment on Tau intracellular localization and its phosphorylation status in different cellular compartments. We demonstrate, both by biochemical and ultrastructural analysis, that GC administration led to cytosolic and dendritic Tau accumulation in rat hippocampus, and triggered Tau hyperphosphorylation in epitopes related to its malfunction (Ser396/404) and cytoskeletal pathology (e.g., Thr231 and Ser262). In addition, we show, for the first time, that chronic GC administration also increased Tau levels in synaptic compartment; however, at the synapse, there was an increase in phosphorylation of Ser396/404, but a decrease of Thr231. These GC-triggered Tau changes were paralleled by reduced levels of synaptic scaffolding proteins such as PSD-95 and Shank proteins as well as reduced dendritic branching and spine loss. These in vivo findings add to our limited knowledge about the underlying mechanisms of GC-evoked synaptic atrophy and neuronal disconnection implicating Tau missorting in mechanism(s) of synaptic damage, beyond AD pathology.

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OBJECTIVE To assess the construct validity and reliability of the Portuguese version of the European Task Force on Patient Evaluation of General Practice Care questionnaire.METHODS We applied the Portuguese version of the European Task Force on Patient Evaluation of General Practice Care to 392 users of 20 Family Health Units from the North of Portugal. The validity of the construct was evaluated by exploratory factor analysis, with the Principal Axis Factoring method, by orthogonal rotation (varimax procedure), by the Kaiser normalization criteria (eigenvalue ≥ 1). The factorability of the data matrix was verified by the Kaiser-Meyer-Olkin and Bartlett’s sphericity test. We estimated the reliability by the indicator of internal consistency Cronbach’s alpha. To analyze the correlations between satisfaction and loyalty, we used the Pearson correlations. The predictor effect of satisfaction on loyalty was analyzed by simple linear regression.RESULTS Satisfaction presented five robust and well individualized dimensions – medical care, nursing care, clinical secretariat services, accessibility, and organization of services – with alpha values between 0.86 and 0.97, good levels of internal consistency. The loyalty showed alpha value of 0.72, considered a reasonable internal consistency. The satisfaction was predictive of loyalty.CONCLUSIONS The Portuguese European Task Force on Patient Evaluation of General Practice Care questionnaire is a robust and reliable instrument to measure the satisfaction and loyalty of users of the Family Health Units.

Factors affecting the transfer of learning to the workplace Factores que afectan la transferencia del aprendizaje para el lugar de trabajo RESUMOO treinamento visa responder às necessidades de desenvolvimento das pessoas e das organizações (Grohmann & Kauffeld, 2013). Baseado no modelo de Holton, realizou-se um estudo que procura identificar e compreender os fatores envolvidos no processo de transferência de aprendizagem para o posto de trabalho de duas ações de treinamento distintas quanto ao design e às competências. O estudo decorreu numa organização portuguesa e envolveu 98 participantes. Realizaram-se entrevistas com ex-formandos com o objetivo de explorar os fatores que facilitaram ou dificultaram a transferência das aprendizagens e aplicou-se o Inventário do Sistema de Transferência da Aprendizagem, versão portuguesa (Holton, Bates, Seyler & Carvalho, 1997;Velada & Caetano, 2009). Os resultados sugerem que o modelo de Holton (2005) mostra o que os treinandos identificaram como importante para a transferência da aprendizagem e que há diferenças em relação aos fatores de transferência de acordo com o tipo de treinamento.PALAVRAS-CHAVE | Aprendizagem, transferência, formação, avaliação, gestão de recursos humanos. (Grohmann & Kauffeld, 2013 (Holton, Bates, Seyler & Carvalho, 1997;Velada & Caetano, 2009) (Grohmann & Kauffeld, 2013 Aprendizaje, versión portuguesa (Holton , Bates, Seler & Carvalho, 1997;Velada & Caetano, 2009 ABSTRACT Training aims to respond to the needs of development of individuals and organizations was applied. The results suggest that the Holton model (2005) shows that the trainees have identified important issues for learning transfer and that there are differences in relation to the transfer factor pursuant to the type of training. KEYWORDS | Learning, transfer, training, assessment, human resources management. RESUMEN El entrenamiento visa responder a las necesidades de desarrollo de las personas y de las organizaciones RAE-Revista de Administração de Empresas | FGV-EAESP

COVID-19 has brought an unexpected need for change within organizations, particularly regarding human resource management. The nature of this global crisis has meant that these processes remain under-systematized. The aim of this study, which uses an exploratory design and mixed-methods analysis, is to contribute to describing the changes in human resource management practices and processes that resulted from this pandemic and to present the outlook of human resource managers for the future. One hundred and thirty-six Portuguese companies participated in the study, with the answers provided by their human resource managers. Results show that the main changes have occurred in the processes of work and safety, training, work organization, recruitment and selection, induction and onboarding, and communication. The profiles that emerged showed an association between the level of change and size of the organization. There was an increase in the use of teleworking and layoffs, and a positive assessment of the organizations’ level of preparation and adaptation to this crisis. Human resource managers reported that the most evident changes in the future will be associated with the use of technology, teleworking, and work organization. These findings are of the upmost importance, as human resource managers are essential pillars in the adjustment of the organizations to this pandemic situation.