Ana Teresa Ferreira-Oliveira

Polytechnic Institute of Viana do Castelo | IPVC · School of Technology and Management

A gestão de recursos humanos (GRH) em PME tem sido pouco explorada na literatura técnico-científica dadas as dificuldades que se prendem com a própria natureza da função RH dentro das PME. Apesar da área da gestão de recur­ sos humanos ser muito explorada pela comunidade científica a investigação em PME continua escassa quando comparada com a liter...

This paper aims to develop a systematic review on graduate employability and competence development, intending to present an international perspective on the matter. It analyses the role of higher education institutions in promoting the development of competences for employability. The Preferred Reporting Items for Systematic Reviews (PRISMA) state...

Human resource management system (HRMS) is an organizational instrument that sends organizational messages to employees. If we consider that HRMS can be an indicator of organization’s involvement towards employees’ it is relevant to understand its impact in employees’ organizational commitment and study indicators that can help unravel the black bo...

This study aims to explore and understand the relationship between organizational trust and management of human resources in university professors, associating these constructs to health indicators, such as occupational stress and burnout. It is relevant to develop research that allows us to understand how university professors understand their hum...

O objetivo deste capítulo é tecer considerações teóricas e práticas sobre os aspetos que podem constituir a Gestão Processual de Recursos Humanos e a Saúde numa perspetiva maioritariamente ecológica. Organizacionalmente assistimos a um aumento do interesse global com as pessoas, as suas competências e as suas necessidades, contudo a função e os sis...

Background Current food systems in Europe negatively impact the environment, public health, and the public sector, while favoring large food companies, leading to a “Lose-Lose-Lose-Win” scenario. Moreover, food systems have contributed to health inequalities across the EU, perpetuating disparities in access to healthy and sustainable food. Addressi...

Trauma scientists have raised the alarm about the devastating consequences of the Ukraine war on mental health. We examined how higher education students—as indirect victims—coped with this conflict and how they emotionally reacted during 2022. We involved 2314 students from 16 countries through an online survey. A structural equation model indicat...

Sustainability is a topic that is increasingly discussed in society and organizations, leading many companies to adopt communication strategies focused on this theme. The objective of this article was to identify in the literature the ways, means, or tools that companies use to communicate sustainability. This article was based on a systematic revi...

FEAST - Food systems that support transitions to hEalthy And Sustainable dieTs

Food systems in Europe are largely unjust and not sustainable. Despite substantial negative consequences for individual health, the environment and public sector health and care services, large multi-national corporations continue to benefit from the way food systems are designed—perpetuating “Lose–Lose–Lose–Win” food systems that see these large c...

The Polytechnic Institute of Viana do Castelo (IPVC), within the scope of the IPVC2024 Strategic Plan, began, in 2019, the implementation of the Management System for the Conciliation between professional, family and personal life, according to NP 4552, in integration with the current Management System (SG-IPVC), Quality (ISO 9001) and Social Re...

This study aimed to explore the influence of work engagement and trust in tacit knowledge transfer. A model that suggests a relationship between these variables is proposed. A study of mixed methodology was carried out in a public transport company in Madeira Island, Portugal. A questionnaire to a sample of 202 workers was applied and 7 semi-struct...

A aprendizagem em serviço (ApS) como vetor estruturante e organizativo na gestão institucional

The purpose of this paper is to analyze the effectiveness of Scrum for project and team management in PBL teams in higher education. To attain this goal, a study was carried out to analyze students’ perceptions about Scrum as an effective method for PBL teams. Based on two different editions of PBL that used the Scrum method with different characte...

Purpose: The objective of this study is to test the psychometric properties of a self-reported measure of innovative behavior in the workplace, the Innovative Work Behavior (IWB) questionnaire, in Portuguese. Design/methodology/approach: Two studies were carried out (one longitudinal and the other cross-sectional), based on the application of the...

Internationalization can be considered as a gradual and evolutionary process in which firms progressively increase their involvement in international business. Most small and medium-sized enterprises (SMEs) that internationalize face a variety of constraints in terms of resources and skills, information, financial capital, the experience of their m...

Retention of human and intellectual capital is crucial for IT companies. However little is known on how IT that are start-ups and SMEs (Small and Medium enterprises) integrate the human capital expectations, specifically regarding sector’s IT reputation on Big Companies. Despite the fact that human resources management (HRM) is very much explored b...

Talent management is nowadays understood as a crucial activity. One of the main challenges for organizations is the capacity to adapt to changing demographics and the work expectations, in order to attract the best talents, retain them and then compete globally in sustained and sustainable processes. On another hand, it is expected from the Human R...

With the aging population and a more mobile workforce, employers are finding it increasingly difficult to attract and retain talent. While many employers understand that they need to upgrade or change their approaches towards talent management, many do not know how to begin or take the first step. There is a pressing need to invest in human talent...

Corporate social responsibility (CSR) is nowadays also often associated with HEIs mission. Today, organizations are seeing a gap between their strategic organizational needs in terms of talent acquisition, in the face of a labour market that cannot meet their needs due to deficits of those seeking to integrate into the market, mainly deficits at th...

The objective of this study is to describe the interactions between individual-level response (employees’ trust and adhesion to Human Resource (HR) Management practices) and organizational-level processes (managers’ implementation of new practices, for instances technologies). The need to understand employees’ perceptions in an interactional perspe...

Despite the increasing awareness of the relevance of technologies to various life domains and environments, its application to research on Information Systems and Technology Teachers’ Evaluation in Higher Education is still very limited. The IT sector has special characteristics, such as the high employability rates that are very relevant to integr...

An ongoing study about what motivates/demotivates students of an Industrial Engineering and Management (IEM) program will be introduced. The reasons behind students’ choice and the main factors that motivate/demotivate them, throughout the different years, will be explored. This study is part of a longitudinal one based on information from IEM stud...

The goal of this paper is to discuss the practical challenges found in the operationalization of UBC (University-Business Cooperation) units, based on a contextualized example which describes the initial process of development and implementation of a University-Business Cooperation (UBC) project. This unit emerged from an organizational attempt to...

The relationship that employees develop with their work is evolving one. Researchers approach to it has also been changing, currently exploring its positive aspects such as engagement and flow and its impact on employee performance. Engaged employees enjoy their work and because of that work more, revealing an intrinsic motivation towards their tas...

In 2015, Portugal was the 4th country within the European Union with the biggest percentage of elderly people, with 20.5% (source: PORDATA). It can be designated as a “hyper-aged society”, as in 2050 numbers will increase to over 30%. The prison context is not an exception. There are more and more elderly people in Portuguese prisons and statistica...

Gamification has increasingly been applied to various life domains and environments, including work and the workplace. Accordingly, research on gamification has grown considerably in the past years. This study presents a systematic review of the theoretical and empirical literature produced in the past 11 years about the application of gamification...

A justiça organizacional é relevante nas organizações e tem sido alvo de pesquisa extensa, uma vez que explica atitudes, comportamentos e resultados organizacionais. Contudo, poucos são os estudos que relacionam as perceções de justiça com o comportamento inovador. Definimos como objetivo compreender as relações que se estabelecem entre as perceçõe...

Assiste-se, no âmbito das organizações públicas, a mudanças relevantes na relação de emprego. Estas mudanças estão relacionadas com a introdução de um novo modelo de gestão geral e de pessoas em particular, denominado New Public Management (NPM). No sector da saúde, as Unidades de Saúde Familiar (USF) representam um exemplo de mudança na relação de...

The foundations of the angolan competitiveness, except the sectors of oil and diamonds, are the comparative advantages derived from the classical production factors: available hand labor, land and capital. In the new paradigm of regional development economy, these advantages are no longer relevant, mainly in view of the "new" production factor know...

Theories of internationalization experience up to today and understandably, a significant influence of economic theory, but do not seem to include aspects related to relational skills of national organizations in foreign markets. To analyse the internationalization process is necessary to understand the spatial extent and forms of cooperation betwe...

A presente investigação pretende perceber a relação entre o stress ocupacional e o surgimento do burnout em professores universitários. Este estudo pretende ser relevante e inovador ao analisar duas dimensões associadas ao burnout que até ao momento ainda não foram exploradas como fatores organizacionais protetores de saúde mental: a confiança e o...

A gestão de recursos humanos tem focado a sua preocupação no desenvolvimento de sistemas de gestão que permitam o alcance de objetivos organizacionais e individuais. Em 2004, Bowen e Ostroff iniciam uma abordagem que pretende estudar os processos de gestão de recursos humanos, relacionando-os com variáveis psicológicas individuais, utilizando a atr...

Human resource management system regulates the organization-worker relationship, at the same time that intends to promote individual, group or organizational results. The understanding of the cognitive processes involved in the employment relationship has received some attention, especially since the work of Bowen and Ostroff (2004), suggesting the...

This study presents an exploration of how touristic organizations define strategies towards people management and what factors do they privilege. The objective is to compare organizations within the same sector and region, tourism in the north of Portugal, in order to found differences and patterns in people management processes, searching specific...

Human resource management system (HRMS) is an organizational dimension which sends common messages to employees (Bowen & Ostroff, 2004). Considering the process based approach, recently there have been studies debating and testing interpersonal trust in managers as a mediator or moderator of HRMS on affective commitment, and support for both have b...

Trust is a relevant variable in interpersonal relationships in organizations. This review intends to aggregate literature on trust, based specifically on the model by Mayer, Davis and Schoorman [1]. New developments and practice implications are discussed

Poucos estudos têm sido realizados sobre a perceção das chefias de topo e chefias intermédias face à Gestão de Recursos Humanos (GRH), nomeadamente tendo em conta o seu papel enquanto protagonistas da função RH (Renwick, 2003). Já muito se discutiu sobre a importância e os efeitos nas organizações de centralizar ou não a função RH (Storey 1992), nã...

O sistema de GRH modifica-se pelas mãos dos detentores de poder na organização, os Diretores de Recursos Humanos e os Gestores de Topo. Este estudo pretende explorar modificações do sistema sob o ponto de vista destes gestores. Foram realizadas treze entrevistas e foram exploradas implementações de medidas novas na organização, práticas ou eventos...

Se considerarmos que o desenvolvimento organizacional depende do ajustamento que os trabalhadores fazem para mudar, e que este encaixe depende da sua perceção sobre a mudança, é importante estudar como a organização desenvolve mecanismos através do tempo que diminui as reservas dos trabalhadores para a mudança. O papel e o comportamento da função d...

Este estudo pretende desenvolver um modelo teórico das perceções individuais do sistema de gestão de recursos humanos. É ainda um objetivo deste estudo testar e validar empiricamente o modelo teórico desenvolvido. Seguimos o modelo desenvolvido por Bowen and Ostroff (2004) e desenvolvermos 3 dimensões adicionais: Competência do Departamento de RH,...

Dentro da realidade portuguesa e europeia, as PME continuam a constituir um desafio duplo a nível da gestão de recursos humanos. A sua dimensão reduzida apresenta dificuldades na implementação dos sistemas de recursos humanos. A gestão de algumas práticas de recursos humanos é feita de forma informal, existindo uma tendência para a fragmentação da...

The human resource management (HRM) is a complex and multi-dimensional organizational phenomenon (Keating, 2007). HRM defines rules, structures procedures between workers and organizations, can be formalized or not and has different organizational goals. Therefore, the understanding of its impact, in terms of employees or at the organizations level...

Se considerarmos que o desenvolvimento organizacional depende do ajustamento que os trabalhadores fazem para mudar, e que este encaixe depende da sua perceção sobre a mudança, é importante estudar como a organização desenvolve mecanismos através do tempo que diminui as reservas dos trabalhadores para a mudança. O papel e o comportamento da função d...

Purpose This research follows Bowen and Ostroff (2004) and intends to work on the validity of the HR system strength construct. We tested empirically this model in its original three features (distinctiveness, consistency and consensus) and added 3 dimensions: Utility, HR Performance and HR Relationship with the employees. Design/Methodology A sur...

Purpose Recent research stresses the need to increase the focus on the Human Resource Management (HRM) processes (Bowen & Ostroff, 2004), and how we can reduce the negative impact of this modifications for workers. Building on Social Exchange Theory and the work by Whitener (1997), we hypothesized that organizational trust (OT) could be an intentio...

Este estudo pretende desenvolver um modelo teórico das perceções individuais do sistema de gestão de recursos humanos. É ainda um objetivo deste estudo testar e validar empiricamente o modelo teórico desenvolvido. Seguimos o modelo desenvolvido por Bowen and Ostroff (2004) e desenvolvermos 3 dimensões adicionais: Competência do Departamento de RH,...

There is a call for more research efforts to uncover the processes moderating HRm and organizational results (Bowen and Ostroff, 2004; Becker & Gerhart, 1996). This research intends to adress this call and test the relationship between human resource management and affective organizational commitment. Recent research has emphasized the importance o...

There is a call for more research efforts to uncover the processes moderating HRm and organizational results (Bowen and Ostroff, 2004; Becker & Gerhart, 1996). This research intends to adress this call and test the relationship between human resource management and affective organizational commitment. Recent research has emphasized the importance o...

Dentro da realidade portuguesa e europeia, as PME continuam a constituir um desafio duplo a nivel da gestao de recursos humanos. A sua dimensão reduzida apresenta dificuldades na implementação dos sistemas de recursos humanos. A gestão de algumas praticas de recursos humanos é feita de forma informal, existindo uma tendência para a fragmentação da...

If we consider that organizational development depends on the adjustment that employees make to change, and that this adjustment depends on their perception on change, it is relevant to study how the organization develops mechanisms through time that diminishes employees’ reservations towards change. The role and behavior of the Human Resource...

Poucos estudos têm sido realizados sobre a perceção das chefias de topo e chefias intermédias face à Gestão de Recursos Humanos (GRH), nomeadamente tendo em conta o seu papel enquanto protagonistas da função RH (Renwick, 2003). Já muito se discutiu sobre a importância e os efeitos nas organizações de centralizar ou não a função RH (Storey 1992), nã...

Resumo O sistema de GRH modifica-se pelas mãos dos detentores de poder na organização, os Directores de Recursos Humanos e os Gestores de Topo. Este estudo pretende explorar a modificação do sistema de GRH sob o ponto de vista destes gestores. Foram realizadas entrevistas a gestores de recursos humanos e a gestores de topo, com poderes distintos em...

A investigação em GRH tem evidenciado a confiança organizacional como um indicador que contribui significativamente para a alteração dos resultados organizacionais. O processo de tomada de decisão por parte dos gestores é uma das dinâmicas apontadas como influenciada pela confiança líder – subordinado e que necessita de exploração empírica. Tzafrir...

A confiança organizacional e o comportamento dos colaboradores na organização estão relacionados (Tzafrir & Dolan, 2004). A compreensão desta relação tem sido objecto de investigação, em associação com conceitos como satisfação profissional, contrato psicológico, relações no local de trabalho, envolvimento, performance organizacional e gestão de re...

O sistema de GRH modifica-se pelas mãos dos detentores de poder na organização, os Diretores de Recursos Humanos e os Gestores de Topo. Este estudo pretende explorar modificações do sistema sob o ponto de vista destes gestores. Foram realizadas treze entrevistas e foram exploradas implementações de medidas novas na organização, práticas ou eventos...