ISCAP - CEOS - Comunicações em eventos científicos
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- Introducing a Postgraduate Phase of Qualification at Universities of Applied Sciences: Collaboration and Quality in Doctoral EducationPublication . Gille, Michael; Krappe, Johanna; Morgado, Celda; Pausits, Prof. Dr. Habil. Attila; Mostardinha, MafaldaSeveral EU Member States are implementing policies to develop the role of universities of applied sciences (UAS) in the training of early-stage researchers. The application-oriented research at UAS frequently draws on collaboration, not only between researchers with different disciplinary backgrounds but also with a wide range of regional, national, and international partners. Doctoral education takes place in this practice-oriented environment and often extends into multiple third mission areas. Doctoral education at UAS can be broadly divided into two policy approaches: First, UASs have a formal role in early-stage researchers’ development including co-supervision with a degree-awarding university. Second, UASs become entitled to award doctorates independently. We aim to obtain a European perspective on the quality assurance discussion associated with this newfound role of UASs. To examine how the policies in the four selected member states are put into practice, we address the following questions: What role is ascribed to UASs by the policymakers and what conceptualizations of the UASs ́ `applied´ doctorate emerge? How do the requirements of collaboration fit into this? A thematically focussed case analysis of four member states’ models (Austria, Finland, Germany, Portugal) aims to elucidate the underlying notions of the policymakers. The discussion of foundational conceptualizations outlines possible fields of investigation for a reflection on these developments against the backdrop of the European Higher Education Area.
- Attraction and Retention Strategies: What Matters to the Millennial?Publication . Martins, Dora; Silva, Susana; Mendes, AureaThe labor market is suffering many changes and transformations putting several challenges to human resources management. One of the biggest challenges is related to the attraction and retention of employees to work in several activity sectors and to retain the talent in the organisations. In particular, hospitality and technology sectors have seen robust growth since the pandemic-induced. This study aims to explore the strategies for attracting and retaining millennials. More specifically, to understand the challenges of multigenerational management, and to understand the strategies used by organisations to meet the needs and interests of the millennial generation. A qualitative exploratory study was conducted using a semi-structured interview with 17 Human resources managers. Data were analysed according to thematic analysis procedures. The results showed that university partnerships are the preferred practice for attracting millennials, work-life balance, benefits, organisational culture, investment in professional development, feedback, and recognition are the main attraction and retention strategies. Participants consider the millennial Generation to be committed, and the biggest challenge in managing generational diversity is linked to the demand and impatience of millennials. In conclusion, human resources managers should consider the generation characteristics to adequate and update their human resources practices.
- MICE Segment: Challenges and Opportunities to the Tourism SectorPublication . Martins, Dora; Silva, Susana; Jardim, Catarina; Silva, CândidaObjetives | Business and professional travel is one of the oldest forms of travel. Business tourism has grown exponentially in recent years and is seen as a huge opportunity for the sector. Specifically, MICE refer to Meetings, Incentives, Conferences, and Exhibitions that can be held to perform business tourism (Smagina, 2017). The Meetings refers to a number of events such as: daily meetings, annual meetings, or weekly meetings, which intended to add value through communication, celebrations or training activities, among others. Meetings can also vary in size. Meeting venues differ depending on participation and meeting style, ranging from formative meetings, lectures, seminars, workshops or panel discussions, presentations, or product launches (Swarbrooke & Horner, 2012). Meetings allow the ideals of organizations to be put into practice as well as communication processes between employees, customers, and other stakeholders (Davidson & Cope, 2003). Incentive trips are considered an important tool by organizations and have served as an introduction to human resource management theories, recognizing the work of employees, not in a monetary way, but in a tangible way (Swarbrooke & Horner, 2012). These trips have been used to motivate, recognize employees for their work and/or increase commitment between the organization and the employee (Pizam, 2005). Incentive trips, or corporate hospitality, have a more direct link with leisure tourism due to the strong recreational nature associated with them, in the sense of rewarding employees (Everard, 2010). The incentive market is made up of two sub-sectors: individual or group incentives. Group trips encourage team spirit and a sense of belonging with a large number of people, while individual trips focus essentially on the same objectives, but with a smaller number of people, usually up to 20 (Witt et al., 1992). These trips usually consist of an itinerary of accommodation, transportation, special events or other options that offer the participant a highly rewarding experience (Swarbrooke & Horner, 2012). As far as conferences are concerned, they comprise a wide range of professional events on a particular theme and organized with a formal structure. Conferences can be academic, commercial, or business or for another purpose, and can vary in terms of size and duration. The purpose of a conference is to address themes or issues which are then discussed, solutions identified, or advice given. A conference is an assembly that may involve discussion to establish facts and/or solve problems. Conferences have no connotation in terms of their periodicity and are usually held on a smaller scale than congresses (Sylla et al., 2015). This study aims to understand the future of MICE segment in Hospitality and to comprehend what are the main challenges and opportunities to the sector with these events. Methodology | To conduct this study a qualitative methodology was performed using a semi-structured interview to answer our research objectives. Our participants were 10 hotel directors in Portugal. The interviews were conducted online, taped, and verbatim transcript. Data were analyzed with thematic analysis procedures. Main Results and Contributions | Our results suggested that, as expected, during the COVID-19 period, the drop in the number of events held in the MICE segment is, on average, 69%. MICE segment are an extremely important segment for Portuguese hotels since, as well as mitigating seasonality, they create dynamism and promote cross-selling, contributing to their economic security. The data also highlights several strategies for adapting the operation to this kind of event, based on making event conditions more flexible, following up on customers' needs, and campaigns on digital platforms and social networks. For the future, our participants consider that there are several opportunities for the development of the segment, based on exploring potential markets such as the United States, or Brazil, and in business areas that will recover more quickly, such as health, banking, publishing and sport. Moreover, the participants consider that the pandemic has accelerated the use of technology due to the need for online and hybrid events and this will be a trend for the future of the sector. Other trends point to significant changes in how far in advance events are booked, fewer participants and shorter durations. Limitations | Our main limitations are related to the use of a qualitative study with a few numbers of participants making difficult the results' generalization. Additionally, our participants were the hotel directors who could be more influenced by social desirability. In future studies, it would be interesting to have other participants such as intermediate leaders and the customers. Conclusions | In conclusion, MICE segment seem to be an important strategy for business tourism contributing to the decrease in seasonality. Although it is important to develop the specific skills required in this sector.
- Exploring Intercultural Adjustment of Self-Initiated Expatriates: A Study of Brazilians in PortugalPublication . Martins, Dora; Pereira, Susana da Silva; Silva, Quéren Hapuque Alves daSelf-initiated expatriation is a widespread phenomenon that has gained limited attention, in particular related to some countries and industries. Recent literature indicates that the hospitality industry is looking for talent beyond national boundaries. The main goal of this study is to understand the experiences of Brazilian self-initiated expatriates (SIEs) residing in Portugal. We are studying how individuals adjust to the job market and Portuguese society, to identify factors that help or hinder their integration into a country known as "sister nations." The methodology employed in this study involved a qualitative approach to comprehensively investigate the experiences of Brazilian SIEs living in Portugal. A semi-structured interview script was administered to the participants, focusing on their perceptions of cultural adjustment in the country. The findings of this research indicate that adapting to the intercultural environment in Portugal can be quite difficult in terms of professional development. Building social connections and being part of the SIE communities is crucial for a smooth transition and integration into the country. The perception of acceptance by the local community varies, with some individuals reporting positive experiences while others encounter prejudice and discrimination. Participants mentioned that the main challenge in finding work in Portugal is the recognition of degrees in certain fields of study. The final section outlines the study's limitations and suggests future research directions, with a specific focus on SIEs in Portugal.
- Retention practices in the hospitality industry: a portuguese exploratory studyPublication . Martins, Dora; Pereira, Susana da Silva; Sousa, DeboraThe recent developments in the hospitality industry and the overall economy following the recent pandemic, demonstrate a need for a new examination of how job seekers perceive hospitality jobs. The hospitality industry plays a major role in the Portuguese economy, contributing greatly to employability in Portugal. One of the recent concerns associated with this factor is directly linked to talent retention. This study seeks to characterise talent retention in hotel units located in the Greater Porto region, one of Portugal's main tourist regions. Based on a qualitative methodology, using an exploratory study, 10 semi-structured interviews were carried out involving human resources management professionals. The results suggest that professional factors are the determining factors in talent retention, specifically job satisfaction, organisational commitment, leadership and the work environment. This study provides solutions for retention practices, centred on the testimonies of human resources managers, on how to maintain the professional satisfaction of teams and reinforce their desire to remain in the hotel industry and in the current hotel unit. In the last part of the paper, they provide the main conclusions for Human Resources Management, especially related to talent retention practices. This paper also includes the theoretical and practical implications of the findings as well as outlines the limitations and avenues for further research.
- Crowdfunding for sustainable development projects: Empirical analysis of a Portuguese sustainability-oriented plataformPublication . Bernardino, Susana; Santos, José de Freitas; Vicente, LeonorFunding has been identified as one of the main barriers to entrepreneurship, with a particular focus on female entrepreneurship, for whom access to traditional sources of finance is recognised as particularly difficult. Crowdfunding (CF) has emerged as an alternative fundraising source, which exploits the digital environment to bring together entrepreneurs looking for funding to develop their projects (crowdfunders) and potential investors (crowdfundees). The last few years have seen a growth in CF activities worldwide, both in terms of the amount of money raised and the number of platforms created. This growth has also led to the emergence of platforms that specialise in the financing of projects that are developed for specific targets and types of CF. In Portugal, a crowdlending platform specifically dedicated to financing projects that contribute to sustainable development was launched in 2017. To this day the GO Parity platform remains the only one in the country in this area. This study investigates the Portuguese CF campaigns carried out on the GO Parity platform with the objectives: i) to examine the characteristics of the sustainable development projects that have been posted to attract investors; ii), to explore the characteristics of the CF operations carried out in the platform; iii) to understand the extent to which gender can influence the use of CF as a source of fundraising for sustainable projects. The results of the study show that most of the projects aimed to contribute to the achievement of sustainable development goals related to the renewable and accessible energy (SDG7), industry, innovation and infrastructure (SDG9) and sustainable production and consumption (SDG12). These projects were implemented in different sectors of activity and in different regions of Portugal, albeit with a predominance in the capital city (Lisbon) and the Central geographical area. In the majority of cases, the CF was used to support the implementation of the sustainable development project and was the only source of funding that was used. In general, the projects were able to mobilise funding under conditions that could be considered favourable regarding the time taken to obtain the funding, the amount of money obtained and the interest rate applied, although many of the operations made use of credit guarantees. The results show a low presence of women in projects using the CF platform, in terms of the shareholder structure of the project, the presence in the management bodies or the composition of the working teams. There is some influence of gender on the characteristics of the CF operation. In particular, having women as shareholders might affect the amount financed, the objectives pursued or the guarantees provided. The presence of women in management positions affects some of the guarantees used as well as the purpose of the financing. The same applies to the duration of the financing, the level of risk or the guarantees provided, depending on the degree of feminisation of the project staff.
- The motivations of professionals in the hospital sector: a quantitative studyPublication . Bernardino, Susana; Pereira, TatianaPurpose: The aim of this paper is to analyse the motivations of employees in the hospital sector and to understand the extent to which socio-demographic characteristics and occupational status are able to influence different types of motivation. Methodology: The methodology of the research is quantitative. The primary data were collected by means of a questionnaire survey that was administered to hospital professionals in the north of the country. Results: The results show that intrinsic motivation is predominant over extrinsic motivation among professionals working in the hospital sector. The research also suggests that gender, academic qualifications, sector of activity and employment relationship condition the level of intrinsic motivation observed. Research limitations: This study is limited by the sample size and characteristics, especially its focus on the hospitals in the north of the country. Originality: The study of motives has been conducted in the context of professionals in the hospital field Keywords: Motivation; Intrinsic Motivation; Extrinsic Motivation; Hospital Sector; Health professionals;
- Does cultural support facilitate the development of entrepreneurship? A cross national studyPublication . Santos, José de Freitas; Bernardino, SusanaNational culture is deeply rooted in the values of society and individual’s behaviors. These values and behaviors are not the same in the different nations and can affect the way people perceive entrepreneurship. A nation that wants to promote entrepreneurship and facilitate the emergence of more entrepreneurs needs a supportive culture. The objective of the research is to understand whether national culture differences affect the development of entrepreneurship in a country. For this purpose, panel data extracted from the Global Entrepreneurship Monitor are regressed against two bipolar types of culture (achievement versus lenient) based on the six cultural dimensions of Hofstede. The study includes 45 countries located in different parts of the world. Findings provide strong support for cultures based on achievement orientation where the development of new ventures appears to be more dynamic, both in terms of entrepreneurial intentions and in the early stage of new business creation. Further, in more achievement-oriented cultures, where the gender gap in entrepreneurship tends to be smaller, the impact on the early stage of the entrepreneurial activity is strong. Inversely, the lenient cultures seem to be less supportive of entrepreneurship initiatives.
- A implementação do teletrabalho na administração pública brasileira: um estudo de casoPublication . Bernardino, Susana; Oliveira, DiogoAs formas do trabalho têm passado por grandes mudanças no século XXI, no que diz respeito à presença física do trabalhador. O uso de novas ferramentas das tecnologias da informação e comunicação (TIC) e o avanço e aperfeiçoamento de novas tecnologias têm contribuído para estas transformações (Andrade, Meira & Vasconcelos, 2002), estimulando assim, adaptações no mercado de trabalho e virtualizando a sua realização (Aderaldo, Aderaldo & Lima, 2017). Segundo Oliveira (2019), a mudança no mundo do trabalho em decorrência das inovações tecnológicas submetem as organizações a novas exigências, tanto em suas estruturas, como nos processos de trabalho, resultando em novos formatos organizacionais que se adequam a recentes demandas e realidades. Na administração pública as organizações também vêm passando por grandes transformações, que envolvem mudanças expressivas na organização do trabalho e criação de novos elementos da cultura organizacional, como também no conjunto de valores. Estas mudanças tem exigido cada vez mais, um governo qualificado e eficiente na prestação de serviços e voltado sobretudo para uma governança com base em resultados (Oliveira, 2019). Além disso, não se deve esquecer da crise econômica e financeira que atravessa o Brasil, exigindo ajustes estruturais cada vez mais efetivos nos órgãos públicos. Em decorrência de avanços na iniciativa privada, os governos adotam mudanças na sua estrutura administrativa, sendo uma tendência atual o teletrabalho. Esta modalidade apresenta muitas vantagens para as organizações e seus colaboradores, o que já pode ser observado nas instituições que adotaram estas mudanças. Com efeito, o teletrabalho pode contribuir para o aumento da produtividade laboral, proporcionar flexibilidade organizacional, ajudar a reduzir os custos de infraestrutura e manter os gastos públicos (Mendes, Oliveira & Veiga, 2020). O diferencial do teletrabalho face à outras modalidades de trabalho é que o empregado executa suas atribuições fora do domicílio físico do empregador, ou seja, no seu domicílio, em trabalho de campo, entre outros. Regularmente se observa a execução de suas atividades na residência do trabalhador, utilizando-se das ferramentas tecnológicas necessárias, como computador, celulares, tablets, desde que logados na internet. A adoção do teletrabalho vem crescendo cada vez mais entre empresas e órgãos públicos brasileiros. De facto, o Estado busca agir de forma mais eficiente e eficaz, utilizando-se das ferramentas de que dispõe. O avanço tecnológico e as maiores exigências dos cidadãos por serviços mais céleres, tem levado a administração pública a alterar seu formato organizacional para acelerar e desburocratizar o atendimento dos usuários. A pandemia do coronavírus SARS-CoV-2 (Covid-19) e, também, a necessidade de inovar nas relações de trabalho, levou os Institutos Federais a adpotar a modalidade do teletrabalho, sendo também esse o caso do Instituto Federal de Educação, Ciência e Tecnologia de Mato Grosso do Sul (IFMS). Com esta investigação, através do método do estudo do caso, pretende-se compreender quais os benefícios e desafios percebidos pelos gestores do Instituo na implementação do teletrabalho. A metodologia adotada nesta investigação caracteriza-se por ser qualitativa. O trabalho empírico baseou-se na realização de estudo de caso único, sendo o instrumento de recolha de dados a entrevista semiestruturada, a dezesseis: representantes do Colégio de Dirigentes do IFMS. Relativamente aos resultados obtidos, constatou-se que os gestores do IFMS têm conhecimento sobre o tema, apoiam a implementação do teletrabalho na instituição, e sabem dos procedimentos legais para sua adoção. Além disso, foi possível identificar os benefícios e os mecanismos facilitadores de sua adoção, bem como as dificuldades para sua implementação. A investigação realizada permite gerar um maior conhecimento sobre os resultados que a implementação do teletrabalho é capaz de proporcionar. O conhecimento gerado tem importantes implicações práticas para a gestão de recursos humanos, devendo ser incorporado no desenho da forma de organização do trabalho.
- Implicações da certificação pela NP 4427:2004 na função recursos humanosPublication . Martins, Ana; Martins, DoraEste estudo tem como objetivo central compreender as mudanças na função recursos humanos após a certificação do sistema de gestão de recursos humanos de uma empresa no âmbito da Norma Portuguesa 4427:2004 – “Sistemas de gestão de recursos humanos – requisitos”. Foi utilizada a metodologia qualitativa, com recurso ao estudo de caso único numa empresa portuguesa certificada no âmbito da NP 4427:2004. O processo de recolha de dados incidiu na análise documental e na realização de entrevistas a todos os colaboradores com data de vínculo à empresa anterior à data de obtenção desta certificação. Os resultados sugerem terem ocorrido mudanças na atuação da gestão de recursos humanos da empresa, concretamente o desenvolvimento de uma dimensão mais estratégica através de práticas de recursos humanos sistematizadas e focalizadas no desenvolvimento das pessoas. Este estudo também mostrou que o conhecimento do âmbito de intervenção da função recursos humanos é diferentemente conhecido e valorizado pelos representantes da gestão organizacional e os restantes colaboradores.