Review of Business and Legal Sciences / Revista de Ciências Empresariais e Jurídicas http://parc.ipp.pt/index.php/rebules <p>The<em>&nbsp;Revista de Ciências Empresariais e Jurídicas</em>&nbsp;/&nbsp;<em>Review of Business and Legal Sciences</em>&nbsp;was founded in 2004 and is&nbsp;part of the&nbsp;<em>Centro de Estudos Organizacionais e Sociais&nbsp; do Politécnico do Porto</em>&nbsp;/&nbsp;<em>Centre for Organisational and Social Studies of P.Porto,&nbsp;</em>CEOS.PP, albeit autonomous.<br> The journal is geared towards the Polytechnic Higher Education, specifically the scientific areas pertaining to the degrees taught at&nbsp;<em>Instituto de Contabilidade e Administração do Porto /&nbsp;Porto Accounting and Business School</em>, ISCAP.<br> Published biannually, the Journal is focused mainly on the areas of Law, Taxation, Management, Accounting and Economics. However, it also welcomes contributions from other areas of knowledge, in an interdisciplinary and multidisciplinary perspective.<br> Through its Editorial Board composed by national and international recognized experts from the mentioned areas, the journal is guided strict by quality criteria.</p> en-US raulguichard@yahoo.es (Raul Guichard) asaraiva@eu.ipp.pt (António Saraiva) Fri, 01 Dec 2017 00:00:00 +0000 OJS 3.1.1.4 http://blogs.law.harvard.edu/tech/rss 60 Ficha técnica http://parc.ipp.pt/index.php/rebules/article/view/2582 Admin OJS ##submission.copyrightStatement## http://parc.ipp.pt/index.php/rebules/article/view/2582 Thu, 08 Nov 2018 15:26:19 +0000 O papel dos gestores atuais para sobreviver num ambiente VUCA http://parc.ipp.pt/index.php/rebules/article/view/2900 <p>O objetivo deste artigo é refletir sucintamente sobre as disruptivas e rápidas mudanças que estão ocorrendo no nosso mundo e, mais profundamente, apresentar um modelo para que os indivíduos que dele fazem parte e as organizações que nele operam, possam liderar uma transformação e uma mudança de paradigma, (co)criando essa nova realidade . Descrevem-se um conjunto de pressupostos caracterizadores da época em que vivemos e apresenta-se um modelo holístico de intervenção (individual, equipas, processos/projetos, organizacional e social) no sentido de catalisar processos de mudança normalmente difíceis de concretizar . Líderes e gestores em geral e os gestores de recursos em particular, podem e devem assumir a responsabilidade de imaginar um futuro diferente e melhor para si, para as suas equipas, organizações e em última instância para a sociedade .</p> Rubén Llop; Álex Grasas (Manager); Jacqueline van Paassen, Lluís Rosés, Manuel S. Araújo ##submission.copyrightStatement## http://parc.ipp.pt/index.php/rebules/article/view/2900 Tue, 12 Mar 2019 00:00:00 +0000 Retrato da mudança na transição dos CNO para os CQEP – desafios da descontinuidade http://parc.ipp.pt/index.php/rebules/article/view/2584 <p>In the context of adult education, there were significant changes in the transition from the New Opportunities Centers (CNO) to the Centers for Qualification and Vocational Education (CQEP). The New Opportunities Initiative was considered an investment in Adult&nbsp;Education in Portugal, whereas the transition to CQEPs triggered a paradigm shift. In order to portray the perception that the CNO teams had in the transition process and organizational measures that took place between the CNOs and the CQEPs, a questionnaire was applied to the former CNO workers. The results showed that only 17% of respondents were admitted to a CQEP; the respondents holding a master’s degree were statistically the least integrated into a CQEP and those who were the least to believe in joining a CQEP, when compared with respondents with a lower level of qualifications; Former CNO workers were integrated in greater numbers in the Lisbon and Vale do Tejo region, and in smaller numbers in the Alentejo and Algarve region. Regarding the organizational practices in the transition process between the CNOs and the CQEPs, respondents stated that there was an absence of communication actions explaining the closure of the CNOs to the workers; the absence of requests for cooperation in the transition process of these two structures; the absence of information about a possible renewal of their contract for a CQEP and the failure to meet the deadlines set by ANQEP for the creation of the CQEP. Finally, it is noted that regardless of the integration of former CNO workers into a CQEP, most respondents did not agree on how the transition process between these two structures took place.</p> Géraldine Pereira da Silva, Maria Elisete Martins Ferreira ##submission.copyrightStatement## http://parc.ipp.pt/index.php/rebules/article/view/2584 Fri, 01 Dec 2017 00:00:00 +0000 A perceção do clima organizacional na Amarsul, S.A. http://parc.ipp.pt/index.php/rebules/article/view/2587 <p>Este estudo designado por “Perceção do Clima Organizacional na Amarsul S.A.” tem como objetivo caraterizar o Clima Organizacional da empresa “Amarsul – Valorização e Tratamento de Resíduos Sólidos S.A.” e como é que este afeta a Motivação e o Desempenho dos seus trabalhadores. No sentido de aferir as variáveis supra referidas, elaborou-se um inquérito por questionário, composto por três escalas, respetivamente, sobre o Clima Organizacional, a Motivação e o Desempenho, acrescido de um conjunto de questões de natureza sociográfica. Para avaliar o Clima utilizou-se o Questionário de Avaliação do Clima Organizacional (Pereira, 2016). Esta componente conta com 11 subescalas, designadas por: Condições de Trabalho, Carga de Trabalho, Chefe Direto, Informação, Decisões, Confiança e Apoio, Relacionamento, Salário e Recompensas, Igualdade, Inovação e Imagem da Empresa. Para avaliar a Motivação recorreu-se ao The Work Motivation Scale de Alderfer´s (1972); trata-se de uma escala unidimensional constituída por 9 itens . Para avaliar a perceção de Desempenho procedeu-se à adaptação do Individual Work Performance Questionnaire (IWPQ) retirado de Measuring Individual Work Performance de Koopmans, L . (2014); esta componente conta com 2 subescalas, designadas, respetivamente, por Desempenho da Tarefa e Comportamento Contraprodutivo no Trabalho. Trata-se de um estudo de natureza transversal e quantitativo. Relativamente aos resultados apurados, observou-se que as perceções do Clima Organizacional na empresa influenciam, significativamente a Motivação no Trabalho, bem como o Desempenho ao nível das Tarefas mas também dos Comportamentos perante o trabalho .</p> Elsa Maria Nunes Espírito Santo, Maria Odete de Almeida Pereira ##submission.copyrightStatement## http://parc.ipp.pt/index.php/rebules/article/view/2587 Fri, 01 Dec 2017 00:00:00 +0000 Na corda bamba entre competição e a cooperação http://parc.ipp.pt/index.php/rebules/article/view/2634 <p>In the binomial between competition and cooperation some research postulates structural frameworks to see how HRM departments in organizations manage their conflicts, within an internal customer logic. These departments manifest themselves according to their idiosyncrasies, negotiating in a competitive way but, at the same time, without neglecting&nbsp;more cooperative actions that facilitate agreements . Departments that operate close to customers are often geared toward maximizing profits in line with customer needs. The ‘support’ units (technostructure) are more oriented towards cost minimization (bearers of a heavy post-Taylorist heritage), producing or buying effectively, but in a logic of safeguarding the interests of employees. The common goal is to balance the customer’s expectations with the company’s business philosophy. This essay, which has in Deutsch (2000) a conceptual booster, is inspired by a doctoral dissertation (Moreira, 2010) and aims to promote the debate on these two negotiation styles in the logic of HRM. The management of professional relations by the HRM is an emotions management that can activate sources of conflict, given the exercise of power that implies (Moreira, 2010). The ‘effectiveness’ of GRH is dependent on the adaptation of the appropriate trading technique (s) to the (more or less instrumental) function . However, empirically, much of the organization’s theories focus on the insertion of conflictual relations within a trade union framework, rather than on a more evident bet on HRM which, in our view, may be of significant importance in (inter)mediation between the parts. Keywords: Conflict Management, HRM, Competition and Collaboration.</p> Ricardo Bessa Moreira ##submission.copyrightStatement## http://parc.ipp.pt/index.php/rebules/article/view/2634 Fri, 01 Dec 2017 00:00:00 +0000 Da desfuturização da GRH numa organização temporária http://parc.ipp.pt/index.php/rebules/article/view/2588 <p>No contexto nacional, a referência a uma organização start-up, tem definido, no plano dos discursos político e mediático, uma amenidade, uma platitude, correlativa da apologia dos seus méritos como factos consumados, anódinos, salvíficos. Neste quadro, é reduzida a visibilidade de perspectivas que procurem interrogar este fenómeno, em si mesmo relevante, para uma putativa recomposição das práticas que enformam a actividade económica nacional . Apresentando como suporte empírico um conjunto de observações registadas em diário de campo constituído no decurso de uma pesquisa longitudinal realizada entre Novembro de 2014 e Novembro 2015, numa das organizações start-up portuguesas que maior crescimento (e visibilidade) tem conhecido nos últimos três anos, o presente artigo procura explorar a praxis da gestão de RH (GRH) observável no contexto de uma organização start-up. Regista-se, em termos empíricos, uma praxis de GRH tributária de uma lógica e uma cultura de gestão ancorada na experimentação e na descontinuidade, que são apresentadas, em termos discursivos, como necessidades estratégicas da organização . Num quadro de ação pontuado pela incerteza, a promoção deliberada de rutura(s), de descontinuidade (nas práticas, nas equipas, nos objectivos), procura afirmar uma aparência de desenvolvimento distintivo da organização start-up, o acesso a um estádio de maturidade organizacional qualitativamente diferenciada . Trata-se de uma GRH desfuturizada, cujo foco é colocado, no essencial, no presente imediato. Sugerem-se duas implicações desta orientação normativa: a persistência de um sentido geral de incerteza, volatilidade e impermanência; a tendência de desfuturização de práticas de gestão e de experiências individuais de trabalho .</p> João Vasco Coelho ##submission.copyrightStatement## http://parc.ipp.pt/index.php/rebules/article/view/2588 Fri, 01 Dec 2017 00:00:00 +0000 Conceptual framework http://parc.ipp.pt/index.php/rebules/article/view/2589 <p>Historically linking the importance of knowledge with the pursuit of excellent organizational performance, it is noticed that organizations have always been dependent on the adoption of practices and processes to identify, manage and maintain their knowledge. With this context, this communication aims to reflect on the evolution of the management, interpretation and perception of knowledge through the so-called conceptual framework, used for the interpretation and management of knowledge. In terms of use, the conceptual framework that is now used in knowledge management can be considered an intersection of two areas, namely management sciences with information and communication technology sciences . These are diagrams of theoretical construction, but of practical use, which are designed to represent and model information of a phenomenon in the context of organizational knowledge (Ichijo and Nonaka, 2007), being applied in business processes or in the scientific research management . Thus, this communication aims to present the following objectives: 1 – Reflect on the evolution of the management, interpretation and perception of knowledge through the so-called conceptual framework, used for the interpretation and management of knowledge; 2- To demonstrate the strategic importance of the knowledge management to the organizations, through the full perception of its tools and particularities demonstrated in practical cases; 3 – Demonstrate the evolution of concepts of conceptual framework in relation to knowledge management, and; 4- To present a theoretical framework of the application of conceptual framework in the business advisory area and in scientific management research. To achieve these objectives, this communication methodically sought to identify these so-called conceptual models in 12 case studies of business organizations already registered in the literature a (Holsapple and Joshi, 2008) and 05 cases related to the use of conceptual models in scientific research management phenomena , with conceptual models moderators history in and out comes (Gibson and Birkinshaw, 2004, Raisch and Birkinshaw, 2008).</p> Francisco Edinaldo Lira de Carvalho ##submission.copyrightStatement## http://parc.ipp.pt/index.php/rebules/article/view/2589 Fri, 01 Dec 2017 00:00:00 +0000 A relevância da eficácia individual na dinâmica organizacional – um estudo quantitativo http://parc.ipp.pt/index.php/rebules/article/view/2590 <p>The choice of this theme arose from the need to understand the communication management in small and medium-sized enterprises in terms of personal and business dynamics, business performance, the personal reputation, proactivity and business dynamics, learning organization and the motivation and personal leadership. We address in this way, the strategy and organizational change, motivation and individual and business needs with regard to capacity building, employee performance and motivation and continuous improvement of business success. The sample is made up of 388 small and medium-sized companies in mainland Portugal. Thus, the assumption of having a probability sample, and&nbsp;considering a two times the standard deviation confidence interval, ie 95.4%, have their maximum statistical error (P = 50%) of +/- 4, 95 pp We also sought to study the attitude of managers in the face of market orientation, the behaviors of the organization, attitudes and staff retention, customer satisfaction, employee satisfaction, commitment, involvement, reputation and business performance, the recommendation, business indicators and satisfaction in working in organizations. We note as well that the relevant aspects for the performance efficiency of employees we can see that the main factors lie in the positive attitude, self-analysis, self-motivation, goal setting, combined with the ability to generate action comprising the other to be understood in the organization where it operates.</p> Manuel Joaquim de Sousa Pereira ##submission.copyrightStatement## http://parc.ipp.pt/index.php/rebules/article/view/2590 Fri, 01 Dec 2017 00:00:00 +0000 Servant leadership through arts – a state of the art http://parc.ipp.pt/index.php/rebules/article/view/2593 <p>The future leaders are growing in the digital era and through a profound crisis. These future leaders demand for purpose, meaning and connection and they will be working in organisations also shaped by the globalisation of knowledge, markets and customers and the information and communication technology. The Artful Leadership project aims at developing the new generation of servant leaders through arts. The Erasmus + Programme co-funded the Artful Leadership consortium to research and develop new learning resources that can empower a leadership shift. The research phase allowed the project consortium to explore the main drivers changing society, business and learning and to ask which model of leadership will be more suitable to live and be successful today and in the future; as well as, which tools could be more effective to reach and engage future leaders through a learning journey and disrupting with the onetime training event. The approach to servant leadership was subsequent and allowed to understand the background, its main characteristics and what the impact when experienced in different organisations is. Finally, arts based learning concept, characteristics and good practices were explored focusing on the impact it brings when applied into management and leadership educational programs.</p> Ana Barroca, Catarina Neto, Ana Silveira ##submission.copyrightStatement## http://parc.ipp.pt/index.php/rebules/article/view/2593 Fri, 01 Dec 2017 00:00:00 +0000 Condições de trabalho, comprometimento organizacional e saúde mental http://parc.ipp.pt/index.php/rebules/article/view/2594 <p>Os temas da saúde ocupacional sempre foram uma parte significativa das preocupações dos profissionais de Recursos Humanos nas organizações. Uma das questões que se nos assola o espírito relaciona-se com a relação entre as condições de trabalho, o comprometimento organizacional, a satisfação com a vida familiar e social, assim como a saúde mental, estudando um sector específico com trabalhadores do setor da Bricolage. É nossa intenção compreender se as Condições de Trabalho são preditoras de Comprometimento Organizacional e se estes dois construtos explicam a Satisfação Social e a Saúde Mental destes trabalhadores. Participaram neste estudo, num universo de 564 colaboradores de organizações de venda de material de Bricolage da região Norte de Portugal, 190 trabalhadores (33,7%), sendo que 42,6% (n = 81) são do sexo Feminino e 57,4% (n = 109) do sexo Masculino. A metodologia do estudo seguiu uma abordagem quantitativa, com carácter descritivo e exploratório, com utilização de inquérito por questionário. A recolha de dados foi feita num único momento através de uma série de instrumentos: 1) Cuestionario de Condiciones de Trabajo (qCT); 2) World Health Organization Quality of Life – Bref (WHOQOL-Bref); 3) Three-Component Model of Organizational Commitment; 4) General Health Questionnaire (GHQ-12); 5) Maslach Burnout Inventory – General Survey (MBI-GS); e 6) Ficha DemográficoProfissional. Os resultados obtidos neste estudo apontam, que as Condições de Trabalho são preditoras quer, do Comprometimento Organizacional (principalmente o comprometimento afetivo) quer, da Satisfação com as Relações Sociais . O Comprometimento Organizacional é, preditor significativo de melhor Saúde Mental (menos depressão e ansiedade), e igualmente de menor índices de Burnout (maior eficácia profissional, menos cinismo e menos exaustão).</p> Adriana Pité, Manuel S. Araújo ##submission.copyrightStatement## http://parc.ipp.pt/index.php/rebules/article/view/2594 Fri, 01 Dec 2017 00:00:00 +0000