INTRODUCTION:
The relationship between birth and entrepreneurship is a serious issue in the context of the Organization for Economic Cooperation and Development (OECD). In the case of France, the self-entrepreneurship is less than business development schemes sponsored by the state. Such prevalence not only warns that entrepreneurship due to a planned economy, although critics deal protectionism and monopoly of the state, we can see a relationship between birth and entrepreneurship generated from civil society. As needs increase the birth rate is increased and thus the proliferation of all forms of entrepreneurship. For women, the feminine identity as some authors relate, there is a significant increase in fertility as women engage in entrepreneurial activities in OECD countries. It is a problem that means 1) the meanings of female identity around entrepreneurship; 2) the characteristics of women entrepreneurs engaged in activities of the primary economy; 3) the effects of reproductive rights on their entrepreneurial training, family planning and business life path. Such phenomena, entrepreneurship and birth observed in Xilitla, Ciudad Valles and Real de Catorce for business development policies have encouraged entrepreneurship, but also migration processes have led to the involvement and participation of women to a greater extent than in those localities with internal migration. Once locations have been the urgent need to encourage entrepreneurship from and for female identity, we must anticipate the relationship between the two factors that the OECD has consistently reported in recent years (Arias, 2011). The anticipation of increased fertility, allow the design of public policies for local development and generate strategies to facilitate social entrepreneurship especially in families that depend on the mother figure. In connection with the developed economies of the OECD, the studied could not only anticipate some issues arising from the relationship between fertility and entrepreneurship, but also be relevant promoting reproductive rights as a strategy for social care for mothers who support families Violated and excluded from microcredit (Tadedera, 2012).
In OECD countries, supports entrepreneurs are determined by market research in the case study sites could be generated that information with the intention of recommending areas of opportunity seed capital and incubators (Barrios & Paravic, 2006).
In this process, the thorough and systematic study of women is essential as they are the ones who access a microcredit responsibly assume its payment obligations and develop entrepreneurial networks for more extensive benefits of social programs (Mbonigaba, 2015).
Occupational health has become particularly relevant not only from the prevalence of accidents and related to productivity, competitiveness and innovation, but as a management system that determines an organization's relationship with their environment is established diseases.
In this sense, the transactions between the contingent environment and internal organizational culture, occupational health models assume that ensure balance between demands and resources, however they emerge accidents, deaths or diseases, not only the processes and products diminish in their quality, but also a culture of health that may be indicated by the dependence between followers and the leader is generated. Thus, decision-making is related to occupational hazards. As the dependence between the leader and the other members of the organization are intensified, risks and conflicts at work are exacerbated (Carreon in press).
It is a vicious circle that gradually replaces the virtues of a production system. This applies to organizations that equate their illnesses with their accidents.
If not only the organizations are vulnerable to risks and conflicts. Besides production systems they are at the mercy of asymmetries in decisions and reduced commitment involved delegate responsibility (Chhaya & Vijaya, 2015).
It is possible to observe (see Chart 1) that institutions with major accidents are identified as productive, but also subject to pressure the bank to take risks which determine the health of their organizations and force greater discretion in decision-making.
Figure 1. Occupational Health and Illness
Occupational health is a continuum ranging from satisfaction to dissatisfaction in terms of motivating and no satisfaction to dissatisfaction in terms of hygiene stimuli. Achievement, recognition, responsibility, regarding the supervision and salary structure set occupational health in the pursuit of achievement goals and obtaining results from a balance between the work environment and human motivation (Biedma & Medina, 2014).
Referring to human motivation, occupational health indicated by social responsibility, self-determined realization and recognition of workers in their occupational field. While in regard to the physiological needs, safety and acceptance are influenced by the supervision, training or training.
Under the close relationship between human needs and labor factors, we must explore, describe, explain and understand the occupational health as an integrated motivation and satisfaction as indicators of occupational health system (Salminen & Seo, 2015). However, psychological and organizational factors are determined by the economic, political and social environment of migrating as a leading cause of employment and occupational health.
Migration as a process of assimilation, adaptation, selectivity and identity involves three phases relative to the path, stay and return. Migration flows are based on the relationship between environmental risks, public policy and regulatory systems on urban income, semi-urban, semi-rural and rural. This process when compared with the costs of residence, migrate or return determined by a combination of decisions that justify the perceived value of migration (Fernandez & Perez, 2015).
However, in the case of migrants working in high health risk it seems to intensify the process, as employment in the host country obtained indicates unemployment or poor choices in the sending country. In this sense, the quality of life and well being are determined by the type of employment.
Thus occupational health is the result of economic, political and social causes that encourage migration and determine the options of employment and working conditions around which the health of migrant workers is compromised. Occupational health studies focus their interest in the quality of life, organizational climate and subjective well-being, although research on stress; depersonalization, frustration and exhaustion have been being incorporated into the public health agenda as factors of quality of care in municipal services (Heyer, 2008).
However, in the organizational environment, quality of life and subjective well-being have a close relationship as the subjective dimension of quality of life is linked to personal welfare. Thus, affective and cognitive dimensions of quality of life and subjective well explain the degree of job satisfaction that the migrant worker develops as working conditions, wages, safety (objective dimension of quality-of-life factors hygiene and safety) facilitate performance, but the lack of supervision or training determine quality approaching life to organizational conflicts and absenteeism, turnover or unproductive (Vieco & Avello, 2014).
From the exposed variables, it is possible to define their relations in a model for the study of the risks associated with occupational health (see Figure 1).
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Source:
Therefore, the contrast model:
Figure 1. Model of Occupational Health
Formulation: What are the dependency relationships between organizational variables regarding the risks inherent in the profession and its effects on the health of workers?
Null hypothesis: The theoretical relationships between key variables and variables to predict fit the observed data.
Alternative hypothesis: The theoretical model relationships are different from the observed data.
METHOD:
Design. A non-experimental, exploratory and cross-sectional study was conducted.
Sample. A non-random selection of 177 migrants State of Mexico considering gender, age, education level and immigration status was made.
The relationship between migration and housing has, first and last instance, involvement with family networks. This is because the two phenomena, migration and residence, follow a process identity.
This means that those who migrate are not only encouraged by their needs and basic conditions, but because there is a shuttle route and location that is historic because it was built by generations of migrants willing not only to change location, but to build a niche their locality abroad.
Thus, some indicators of the historical identity of migrants are support networks (see Table 1).
Table 1. Social support networks to migrate and settle in US
|
Family members |
Friends |
Known |
|
|
Economic |
92 |
53 |
32 |
|
Labor |
88 |
42 |
20 |
|
Religious |
70 |
32 |
13 |
|
Housing |
63 |
21 |
10 |
|
Emotional |
52 |
fifteen |
10 |
|
Interpersonal |
40 |
9 |
6 |
Source: Fieldwork
Although it is well known that the concept of family is questionable to mobility posed by immigration identity, you may notice that, in a biological and social sense, networks are made up of a relationship of very close relationship, but also through trust and commitment.
There is a relationship between remittances and the quality of life of the families of migrants, mainly is possible to observe in buildings and building styles, but there is something more than just a heritage. Apparently, there are networks of family-migrants who opt for a home even beyond the national average.
This is the case of the State of Mexico in which a large percentage of the consignment, approximately 20% is allocated to housing rather than savings. However, both networks as in the buildings, there seems a tendency biased male gender identity.
Considering the composition of migrant families, the eldest son is the one who adheres to the wife's mother or networks, but the first migrant family contacts with relatives and friends at the end with forming a community defined by routes information on their activities which are gradually shaping in references that people are willing to corroborate through the crossing, stay and return.
This same process goes for buildings, since the extent that migration flows intensify, the room houses emerge as symbols of an identity of progress. From these figures for networks, composition and remittances is possible to discern a general overview, but also particularly migration and its effects on quality of life.
Instrument.
Organizational Culture Inventory of Occupational Health and Carreon (in press) which includes 10 dimensions 23 indicators drawn from seven response options ranging from never to always be used.
Procedure.
The first piloting the instrument was carried out with students from the National School of Social Work and the University of Concinatti. Subsequently, once validated and confiabilizados instruments apply to migrants in their work areas prior informed consent and confidentiality of its contractors. Data were processed in SPSS and AMOS software in versions 21 and 7.
Analysis.
Item-factor correlations for the construct validity were conducted and the calculation of Cronbach's alpha for reliability of the instruments used. Sphericity testing and adaptation of Kolmogorov and Barttlet were estimated. Differences between groups were established with general linear models prior Levene test for independent samples.
RESULTS:
From values close to unity normal distribution of responses to the reagents that measure organizational culture variables, leadership, climate, capacity, commitment and labor risks was established. Subsequently, the adequacy and sphericity of relations between indicators and constructs [χ2 = 14.12 (5 gl) was estimated p = 0.000; KMO = 0.638], considering factor weights greater than 0,300 (culture explained 25% of the vaianza, climate 23%, 22% lead, 20% capacity, commitment and labor risks 7% 3% of the explained variance.
Once formed the latent variables, their covariances were estimated in which dependency relationships were established (see Table 2 and Table 3). You may see spurious relationships between the factors of culture, climate, leadership and capacity. These results show that among these variables prevailing organizational management system with different styles that affect the commitment and occupational hazards.
Table 2. Structure of covariance between variables
Source: Prepared with data from the study
With regard to relations of dependence, we can see that culture has a direct, positive and significant effect on occupational hazards (β = 0.397). While leadership is the determining labor commitment (β = 0.334).