ABSTRACT. This paper analyses the influence on entrepreneurial failure of certain characteristics, both formal (regulatory complexity and tax pressure) and informal (social capital and fear of failure), of the institutional environment. We use data drawn from a panel of 37 countries over a period of nine years (2006-2014). Results show that the greater the regulatory complexity, the higher the rate of entrepreneurial failure; also that the higher the country’s stock of social capital, the lower the rate of entrepreneurial failure. Finally, contrary to what was initially expected and in contrast to the prior evidence, the greater the tax pressure, the lower the rate of business failure.

ABSTRACT. In this paper we propose a new teaching methodology for entrepreneurial education among undergraduates with no prior management training, the Lean-modular approach. We modularize the content of an experiential, project-based entrepreneurship course so that each content unit is a step towards creating a new business venture. The modules roughly correspond to the components of a standard business plan, fusing elements from the Design Thinking and Lean LaunchPad methodologies to articulate them and taking validation as a process concurrent to the formulation of the project. We present a general learning sequence which can later be replicated in different educational contexts. We favor a consumer-centric approach which progressively introduces students to market relevant skills by constantly interacting with the customer, while they apply their non-entrepreneurial technical knowledge to develop a product. A dual evaluation framework is devised to assess both the competences acquired and the students’ satisfaction with the course. The students who followed the new methodology satisfactorily developed competence in entrepreneurial skills, which they used in the detection of a market opportunity and the development of a plan to sustainably seize it. The results and conclusions of a pilot experience close this paper.

ABSTRACT. The aim of this paper is twofold. On the one hand, it intends to analyze the influence of national culture and social capital on the discovery of entrepreneurial opportunities. Secondly, this study helps increase knowledge on national culture and social capital by analysing how interaction between these factors influences opportunity recognition. We use a panel of data from the Global Entrepreneurship Monitor (GEM) at country level. Also, we used a pooled OLS regression with the cluster option as a statistical method to test the hypotheses proposed. The results of this study show that at country level, culture and social capital will affect the discovery of entrepreneurial opportunities. The main contribution of this study is that it finds that social capital acts as a mediating variable between national culture and the discovery of entrepreneurial opportunities.

ABSTRACT. Innovation and family firms are not a very popular combination. In fact, family firms are often characterized as risk-averse, control-oriented and sluggish. Nevertheless, and under certain circumstances, family firms become quite innovative, and even more efficient in their innovation process than other firms. The aim of this article is to study the role of management and the use of decentralization to enhance innovation in family firms. For this purpose, we carry out a logistic regression analysis of 10,365 European family firms. Our results reveal that a non-linear relationship between the ratio of non-family managers and innovation in family firms does exist. That is, for high levels in the proportion of non-family managers the innovation is reduced probably due to the unfair redistribution of rents and incentives. Finally, we show how decentralization can help family firms to achieve higher innovative outcomes.

ABSTRACT. The understanding of a wide array of practices related to fraud, bribery, corruption, and more widely, illicit practices have been capturing the attention of practitioners and management researchers worldwide. A substantial portion of the extant research has used university students to measure their actual or intended cheating behaviors and often studies have tested for variations across countries and cultures. We highlight some major concerns in this stream of inquiry and discuss both the definition and some inconclusive results in prior studies, namely those deriving from differences in cheating behavior across different cultural contexts. We suggest the need to examine intentionality, and further advance that intentionality may assume a reactive or a proactive essence. Depending on the social and formal contexts of different countries, both reactive and proactive intentions lead to distinct moral concerns, which we name in this work omorality (meaning “our morality”) or immorality (in the traditional sense).

ABSTRACT. This study aims to analyze the composition of the Qualis Journals for the fields comprising the wide range of applied social sciences and their influence on Qualis Journals on management. For this purpose, we sought secondary data from reports and documents in the field obtained from the CAPES and Education Ministry websites regarding the evaluation and Qualis criteria in additions to articles in which this subject is discussed. The results show that the criteria used in management are different from the other fields, which converge with one another. The results also show that most of the regular A1 journals of the entire field of applied social sciences are published in english language. We concluded that the management criteria are quite different from the criteria used in the other fields and propose further discussions.

ABSTRACT. Entrepreneurship can be understood as a method that requires thinking, acting and reflecting. Learning this entrepreneurship method in a university setting requires students to go beyond understanding, knowing and talking, to engage in using, applying and acting, (Neck and Greene, 2011) and to lock the learning cycle by reflecting on experiences lived and lessons learned. Novel approaches to entrepreneurship teaching have been proposed from this perspective, where designs involve the participation of students in both curricular and extracurricular activities. However, the question remains open on whether it is possible for a student who is confined to an academic setting to reach the levels of motivation and engagement that can be expected from true entrepreneurial experiences, and to reap the corresponding learning benefits. Our paper contributes to the ongoing discussion by examining the experience of the student team from Universidad de los Andes which participated in the Solar Decathlon 2014-2015. This is an international competition where the U.S. Department of Energy challenges multidisciplinary university teams to design, build and operate solar-powered houses that are cost-effective, energy-efficient, and attractive. The case shows how methods and practices used to learn entrepreneurship as a method can be effectively applied in a high-stakes, student-driven project involving multiple disciplines. The analysis of the experience of the students show how the learning of the entrepreneurship method follows an effectuation pattern, where students challenge themselves to use a widening array of resources (physical, intellectual, social), and it is through using and applying these resources that they discover the goals they can achieve. The analysis also shows how this effectuation process is related to the vanishing of disciplinary boundaries

ABSTRACT. This paper analyses the relationship between diversity in education and innovation performance in a Latin American context during the period 2004-2012. We consider that the impact of workforce diversity and innovation performance can be moderated by the organizational structure of the firm. Using panel data from the Uruguayan Innovation Survey, econometric estimations show that diversity in education has a linear positive association with innovation performance in product and processes. Moreover, we probed that the organisational structures of the firm moderates the former relationship, but only for firms achieving radical innovations.

ABSTRACT. In this paper we study the determinants of firm innovation strategy using the main approaches we found in the research on strategy management: the resource-based view, the industry-based view and institution-based view. Regarding the factors prioritized by these approaches and representative of firm resources and capabilities (size and capital expenditure), industry structure (competitive pressure and technological opportunity) and country characteristics (institutional framework and knowledge spillovers), we analyzed in particular the joint effect that they have on the innovative effort. For that purpose, we performed an empirical analysis on a panel of 1,211 innovative firms belonging to 55 industries and 26 countries between 2004 and 2012. Our results show that country factors have a significant effect on the innovation strategy effort in line with firm resources and capabilities. They also indicate that the effect of industry factors becomes less significant when country factors are taken into account. More specifically, it is stated that the influences of institutional framework and knowledge spillovers are stronger on firm innovative effort, at the expense of technological opportunity effects.

ABSTRACT. As Tecnologias de Informação e Comunicação se tornaram ativos indispensáveis nas empresas, porém não são imunes às críticas sobre os efeitos individuais negativos gerados pelo estresse advindo do uso destes recursos entre os colaboradores. O papel dos aspectos que envolvem os dissabores tecnológicos no conflito trabalho-família é um tema pouco explorado. A partir da análise dos dados de 656 profissionais sob a técnica de modelagem de equações estruturais, este estudo evidencia que a sobrecarga e a invasão de privacidade tecnológica são fatores estressores que provocam, significativamente, tais conflitos. Além disso, o estudo revela que a resiliência individual exerce influências atenuantes aos dissabores do estresse provocado pelas tecnologias, o que pode explicar a convivência do colaborador com os incômodos de seu trabalho gerados pelos recursos tecnológicos. Não foram encontradas diferenças significantes nos resultados quando analisadas características demográficas e pessoais dos trabalhadores, tais como, gênero, idade, estado civil, quantidade de filhos, tempo de casa e tempo de deslocamento ao trabalho.

ABSTRACT. Integrated health systems are considered part of the solution to the challenge of providing care with quality and efficiency (Suter et al., 2009). Health research efforts have been delivering very specific knowledge about very specific diseases. As a consequence this increases the gap between medical specialties, organizations and levels of care (Kuhlmann & Larsen, 2015). Patients, their families, and other informal caregivers experience failures in coordination, namely at points of transition between different levels of care (e.g. from primary to secondary). In this study we search to identify which change initiatives undertaken by hospitals are contributing to healthcare integration by explaining how these initiatives are connecting and bringing together different levels of healthcare. In a large public hospital, we conducted semi-structured interviews with twenty key informants, each one being the director of a different service (medical specialty). The study followed the grounded analysis procedure presented by Gioia et al. (2013) that results in the identification of overarching themes, evident across all informants, suggesting the key concepts that contribute to characterize hospitals change initiatives that lead to healthcare integration. Therefore, we described a detailed list of several initiatives, which were grouped in seven second-order themes. This resulted in three main broader dimensions that constitute the main dimensions of our definition of organizational integration in hospitals: the mechanisms that enhance the quality of healthcare services through the close relationships with the community (e.g. primary care, social organizations or continuous care organizations), the processes of communication (e.g. internal, family and international) and the level of responsiveness to assistential care by hospital professionals.

ABSTRACT. El presente artículo parte con el propósito de describir la situación en la que se encuentran las Start-ups en el Perú, exponer la evolución que han seguido, su relación con las incubadoras de negocios y mostrar las tendencias en investigación sobre las mismas a nivel internacional. En el estudio se llevó a cabo un análisis bibliométrico, sobre investigaciones relativas a start-ups en el campo de la gestión, a partir del análisis de los artículos científicos publicados en la Web of Science. Como resultado se identificó la tendencia en investigación sobre Start-ups asociada a la tecnología y el emprendimiento, así como que los términos más utilizados en los estudios hasta el momento se corresponden con: emprendimiento, innovación, start-up y venture capital.

ABSTRACT. Businesses do not work in isolation. Apart from the obvious relationship with the market (both customers and suppliers), relations with other institutions, namely competitors are part of the complex net of social relations established by firms. There are several forms of collaboration and these relationships can be multiple-aim oriented. One of the aspects of collaboration is in what relates the marketing, sales and distribution. Using two contrasting industries, in Portugal, the aim of this paper is to explore how such relationships operate. This research is based on qualitative data, collected via 29 in-depth industries, with firms operating in the furniture and the events organisation industries. The results show significant differences across sectors, both in terms of motivations and mechanisms underlying such collaborative relationships.

ABSTRACT. Micro entrepreneurs and one-person business sector are important factors in the dynamics of emerging economies. In Brazil specifically, around 4,5 million of them are affiliated with direct selling companies. They are non-salaried; receive commissions on sales and work for themselves by setting their own hours and creating their own marketing plans. The aim of this study was to analyze the relationship between key entrepreneurial behaviors and sales performance among self-employed direct selling representatives in Brazil (SEDSR). Four independent variables were measured in a sample of 651 SEDSR: need of achievement (NA), self-efficacy (SE), risk-taking propensity (RP) and locus of control (LC). Dependent variable was business performance (AP). An online survey was submitted to an email address database provided by AVON in Brazil. Results showed there is a high prevalence in terms of NA and SE, confirming these behaviors are not exclusive on successful and formal entrepreneurs. LC and RC receive medium score. Unexpectedly, results also show that none of the behaviors on its own have significant impact in predicting business performance. Through main effect plot analysis, results also suggest SE and NA are the biggest influencer factors in business success of a SEDSR. This study attempts to contribute to the academic field of the entrepreneurship and has practical implications in direct selling industry.

ABSTRACT. Through an exploratory and quantitative research, this paper built a theoretical model to explain the causal mechanism that links the organizational autonomy and job performance. The model integrates the contextual factors that promote the autonomy in the organizations and the effects of this autonomy on performance. It was administrated a structured questionnaire with 70 statements on nine industrial and service organizations, covering eight constructs: autonomy, performance, motivation, commitment, self-efficacy, individualism, autonomy supportive style of managers, balance autonomy and control. Findings supported the propositions that autonomy positively affects job performance through the activation of motivation and commitment and strengthens self-efficacy, on the other hand, the use of autonomy increases individualistic behavior. According to research, the effective use of autonomy is related to the behavior of organizational processes and leadership.

ABSTRACT. The present study evaluates the applicability of types and characteristics of work events used in the virtual management literature and identifies additional types and characteristics of events from interviews with 22 Brazilian virtual managers. The study builds on Event Meaning Management (EMM) research which suggests that organization members face work events that evoke interpretation and, sometimes, overt action. EMM research has shown variability among countries in the roles, rules and norms that managers rely on most heavily. The present study advances on such research about manager reactions to events by improving the theory underlying types and characteristics of events. It does so starting from a literature review suggesting that virtual work shapes four types of events: communication, task, new member entry, and control and evaluation. Specific subcategories of these four types of events appear from the interviews. The characteristics proposed for theorizing these event types are: frequency, importance, uncertainty, complexity, urgency, and parties involved. The results have implications for improving EMM theory about work events and for overcoming omissions in the types and characteristics of events studied in research about managing virtual teams.

ABSTRACT. In this study we examine how organizational-level knowledge may matter for individual job performance and whether this knowledge matters more in some contexts than in others. We consider a statistical process control environment (SPC), where organizations use statistical tools to gather information about production variability to improve the quality of goods or services. Furthermore, in this context the formalization of core operational decisions represents aggregate, specialized production knowledge that may benefit individual-level performance. We contrast this with the formalization of administrative decisions, which captures useful information for managing administrative (non-core) processes, but which may not benefit individual-level job performance. Thus, we hypothesize whether 1) the formalization of core operational decisions is related to individual job performance, and 2) this relationship is more significant than the association between the formalization of administrative decisions and job performance. We test our propositions using independent measures of the formalization of operational and administrative decisions and supervisor-rated employee job performance. Finally, in order to examine the role of organizational context, we examine two organizations, one which operates in a statistical process control environment and one which does not. We find that these hypotheses are only supported in the former but not in the latter.

ABSTRACT. Prior studies have examined the relationship between ethical climates and an array of work attitudes and behaviors. However, scholars have been silent on how and why organizational ethical climates relate to well-known external organizational metrics (e.g., the most diverse). Integrating signaling theory and the theory of ethical climates, we study the ethical climate signal reliability of Fortune 500 companies. With this goal in mind, we build a new measure of ethical climates – one based on words used in current ethical climate research and apply these words in the analysis of annual letters to shareholders. Results reveal that ethical climate signals consistently relate to external countersignals and that deception increases with lower financial performance. Our theory and findings open a novel path to examine organizational ethical climates.

ABSTRACT. Este estudio revitaliza el campo de la comunicación organizacional al aportar un nuevo enfoque del impacto del estilo de comunicación del líder (ECL) sobre los resultados de gestión. Mediante un modelo integrado del ECL, se determina cómo las dimensiones favorecen o debilitan el potencial de construir relaciones LMX de alta calidad, y cómo ello se refleja sobre el compromiso organizacional del trabajador. La investigación transversal, se realizó con 253 profesionales en actividad laboral, utilizando regresiones múltiples jerárquicas y análisis de mediación (Preacher & Hayes, 2004). Las dimensiones del ECL estudiadas son expresividad, precisión, agresividad verbal, cuestionamiento, emocionalidad y manipulación de la impresión. Cuatro dimensiones tienen efecto directo sobre el LMX e indirecto sobre el compromiso organizacional afectivo del trabajador: La expresividad, la precisión y el cuestionamiento se relacionan positivamente, mientras que la agresividad verbal se relaciona negativamente. Importante resaltar que la precisión muestra efecto total sobre el compromiso organizacional afectivo. El instrumento “Communication Styles Inventory” de de Vries et al. (2010) ha sido confeccionado en los Países Bajos y requiere ser ajustado según la cultura del contexto donde se aplica para alcanzar mayores niveles de confiabilidad. La investigación es una contribución a favor de la formación en liderazgo, al aportar evidencia de que el modo cómo se comunica un líder representa el estilo mismo de liderazgo, durante las interrelaciones del día a día en el ejercicio de los roles. Los líderes tienen en su propio estilo de comunicación una valiosa herramienta para fortalecer el compromiso organizacional de sus trabajadores.

ABSTRACT. This study aims to understand how does the participation of middle manager occur in the strategic management of innovation, considering strategy as practice perspective. Middle management is the organizational level that most relates to the other ones, being the link between top management and the operational level. The roles of middle managers are: synthesizing information, championing alternatives, facilitating adaptability and implementing deliberate strategy. In order to reach the goal a qualitative methodology was adopted through a single case study, performed in a technology company. Data collection techniques were semi structured interviews with middle managers and operational employees in the area of innovation, document analysis and direct observation. After analyzing the data, which used the pattern matching technique, it was identified that the managers play the four roles in the strategic management of innovation in the company, and middle managers are determinants both in the formulation and in the implementation of innovation strategy, whether they are deliberate or emergent. This research intended to contribute to the studies about middle manager in the organizations and the organization itself could evaluate the role and importance of middle manager in the strategic management of innovation.

ABSTRACT. ¿Cómo surgen las capacidades directivas y organizativas? Esta es una cuestión fundamental para comprender la evolución y el éxito o el fracaso de las empresas, pero sorprendentemente se conoce poco sobre ella. En un esfuerzo por entender más precisamente de dónde proceden las capacidades directivas y organizativas, este trabajo analiza los factores determinantes de las mismas relacionados con la estructura de gobierno y organización interna de la empresa, apoyándose en una perspectiva combinada de la teoría de la agencia y del enfoque basado en recursos (RBV). Los resultados amplían el conocimiento disponible sobre los efectos en el stock de capacidades de la discrecionalidad directiva, la existencia de grupos de propietarios pertenecientes a un núcleo familiar, la configuración de los sistemas de gestión y la planificación de las relaciones entre el equipo directivo y la familia propietaria.

ABSTRACT. Dado el papel fundamental que desarrollan los CEOs en el ámbito de la toma de decisiones de naturaleza estratégica, el objetivo de este trabajo es analizar cómo influye su visibilidad en la implementación de iniciativas socialmente responsables en la empresa. Con este propósito, a partir de una muestra de compañías españolas cotizadas se estudió el efecto de la exposición del CEO a los medios de comunicación sobre el desarrollo de prácticas de RSC, así como la posible intervención moderadora en dicha relación por parte de otras características del CEO. Los resultados del análisis de regresión realizado sugieren que una mayor exposición mediática por parte de CEO puede derivar en un mayor compromiso de la empresa con la RSC. Por otro lado, se observó que esta relación puede verse afectada por la permanencia del CEO en su puesto y por su experiencia política previa.

ABSTRACT. The unstable and complex character of formation and development processes in alliances has become highly interesting during the last years regarding research about collaborative strategies. Traditionally, these phenomena have been analyzed in isolation and from an economic perspective. Consequently, this review has a double purpose – to organize and present the most relevant literature about the interplay between strategic cognition and alliance, and to establish a framework identifying consequences and antecedents about alliance performance, which constitute promising research lines in this field.

ABSTRACT. This study aims at proposing a model to describe and analyze the relative power of stakeholders in the corporation, based on managerial information provided by listed companies. The methodology examines the information provided in the Statements of Value Added (SVA) of listed companies in Brazil, related to the distribution of profits to shareholders, creditors, employees and taxes, for the year of 2015. This information is also related to data on executive compensation, grouped by sector for the analysis. The results allow us to understand the variation of the relative power of stakeholders and the characteristics and results of the companies that privilege each group, which may contribute to the construction of theories that explain why specific groups of companies tend to favor certain stakeholders in the distribution of the wealth generated.

ABSTRACT. El objetivo de este trabajo es determinar si los directivos más competentes emocionalmente son más capaces de establecer adecuadamente objetivos en contextos relevantes de decisión. El trabajo se apoya en el estudio de dos casos de empresas que operan en diferentes sectores, diseñándose sendos experimentos en los que participan 9 directivos quienes proponen su visión acerca de los objetivos estratégicos de las empresas que dirigen. Los objetivos propuestos por los diferentes directivos son analizados, reunidos, estructurados en torno a diferentes categorías. El resultado de la fusión de todos los objetivos es presentado de nuevo a cada directivo quien individualmente determina cuáles de ellos considera relevantes en el contexto estratégico de su empresa. Los resultados muestran que los participantes omiten más de la mitad de los objetivos que finalmente consideran de importancia estratégica. La relación positiva que se observa entre la capacidad emocional de los directivos y su desempeño a la hora de generar objetivos relevantes sugiere el interés que puede tener determinar la inteligencia emocional de los aspirantes en los procesos de selección de directivos. --- Managers’ Performance and Emotional Intelligence

The purpose of this paper is to determine whether emotionally well prepared managers are more capable of setting adequate objectives in a relevant decision making context. Two real world case-studies at firms operating in different industries are the basis to carry out three-phased experiments with 9 managers who are asked to identify their personal view on the main strategic objectives of their companies in order to state their companies’ mission. The different objectives proposed individually by the managers are analyzed, pooled together, structured into several categories and sent back to them so that they determine which can be considered relevant objectives in the strategic context being analyzed. The results show that participants omit more than half of the objectives that they later identify as important. Interesting evidence on the positive effect of the emotional leadership capability of managers and their competence to generate relevant objectives is found, which suggests that the emotional competence of managers might play an important role in recruiting processes.

ABSTRACT. Communication is one of the main organizational processes and at the same time one of the four basic marketing variables. Apart from some specific aspects of interpersonal communication, in this paper we focus on the key issues of communication with the market and its stakeholders, because it determines the sales of products and services in a competitive environment, and consequently affects the income and profit of the company. The main aspect of communication with the market is its effectiveness (including the issues of ineffectiveness and/or counter-effective action) and the relationship of expenditures and revenues (efficiency, etc.), i.e. the praxeological dimension. From the beginning of marketing, the ethical aspect of communication has also arisen some doubts which are still on the table. In recent times, the area was dominated by the issue of corporate social responsibility (CSR). In this article, we address numerous issues of communication with the market, but it is far from being exhaustive. The basic method adopted here is a review of the literature in this field.

ABSTRACT. The rural production in Brazil has experienced a significant competitive impact with the stabilization of the economy promoted by the Real Plan in 1994. Indeed, the Brazilian agriculture has achieved efficiency gains in terms of technology, economies of scale and general modernization of the activity in the field. In this context, the professional management of rural production evolved. However, the governance process does not evolve in the same dimension, and the “governance risk” is still poorly addressed in the rural environment, which often limits the potential of operations. In this study, we sought to deepen the understanding of the factors that impact the implementation of governance practices in rural properties in Brazil. Based on a convenience and non-probability sample, this study seeks to understand the evolution of the governance process on farms and its correlation with the management practices. This study found a correlation between the existence of some formal management processes (for example, strategic planning and more robust accounting systems) and advances in the governance mechanisms and processes, such as the establishment of a board of directors, clearer rules regarding the separation between corporate and family assets and more transparency in income statements. This study also found a lack of clarity in the separation of return on capital (dividend) and compensation for work (compensation for services provided) for partners, heirs and other family members. In summary, we concluded that there is the adoption of some governance mechanisms in the rural sector, but they are underdeveloped among farmers, hence the need to stimulate them.

ABSTRACT. The aim of this study is to investigate the impact of strategic actions, mergers and acquisitions (M&A) and vertical integration, and the use of slack resources on organizational decline in the context of an emerging country. Seven hypotheses were developed from the literature, including moderation by the dynamism of an uncertain environment. The sample of 83 Brazilian public companies, in matching pairs and secondary data, included companies that declined and did not decline from 1997 to 2008 for the purposes of comparison. The period in question was considered a time of economic growth in the country. The findings strengthen the notion that the context of moderate decline due to the uncertain environment of an emerging country has a different impact from the environment of developed countries. M&A and vertical integration increase the possibility of decline. However, the possibility of decline is reduced in dynamic environments with greater uncertainty. Slack resources were confirmed as a form of slack that reduces the possibility of decline. The contributions of this study include theoretical and practical aspects of organizational decline. This new look at the performance of Brazilian companies through an investigation of companies that declined during a period of growth demystifies the common sense on the decline of these companies based on explanations based on substantial concrete data.

ABSTRACT. The article aims to analyze the discursive resources used to sustain and legitimize the mining company Samarco Mineração reputation regarding sustainability, before the environmental accident occurred in 2015. For this purpose, the sustainability reports from 2005 to 2014 were accessed for the analysis of the presentation texts and it was applied the discourse analysis method to access the discursive resources employed. From classical concepts of Rhetoric, of Ethos, Pathos and Logos, it was found that they reinforced the reputation and legitimacy of the company. The Ethos is responsible for the company's image, while Pathos triggers the emotional reception of that image, provoking positive expectations. The Logos relates the built image and its emotional reception to a rational discourse that values the company's expertise. The analysis, in the light of the New Rhetoric, exposes the strategies to lead the public to accept the image of solidity and confidence given by a reputation respected nationally and internationally. As a limitation, the quantitative data of the report were not analyzed, since the objective was to analyze the discourse construction, understanding that the research was adequate for the established purposes. For the future, it is suggested to analyze the discourse of the company after the environmental accident, in order to verify the strategies used in the same theme; to analyze the discourses in other reports published in the GRI model; and to investigate how the logic of sustainability report construction based on a standard model, can interfere in the formation of reputation and legitimacy of the companies.

ABSTRACT. A vantagem competitiva (VC) é objetivo perseguido pelas estratégias empresariais. Compreende-se que da VC origina-se a lucratividade e a empresa cumpre sua função-objetivo. É desejável que empresas possuam vantagens competitivas que sejam sustentáveis pois assim mantém o poder de mercado adquirido quando da instalação das mesmas. Contudo, apesar de a literatura identificar elementos que são fonte de VC e vantagem competitiva sustentável (VCS), verifica-se não haver perpetuidade das estratégias e vantagens. Ao longo do tempo, as VCSs vão perdendo seu caráter de exclusividade e os benefícios conferidos por elas, são erodidos e divididos entre todas as empresas do setor. Usando a Teoria Institucional (TI) este artigo se propõe a elaborar um framework que explica a não-sustentabilidade das vantagens competitivas criadas ou obtidas mediante os argumentos que favorecem a legitimidade como elemento gerador de lucratividade assim como o potencial que o fenômeno do isomorfismo possui para anular as fontes de VCS.

ABSTRACT. The boards play a key role in the strategic direction of large organizations. However, some studies have addressed this issue in family businesses, either because of the low number of formal boards or because of the difficulty of accessing their information. We developed this study based on the following question: what decisions emerge from dependents and independents boards in a large family business group? To do this, we conducted an analysis of the contents in 38 Council Meeting Minutes - 443 pages of documents, along with 58 pages transcribed from two recordings of these meetings. The organization surveyed was a large family business group based in Brazil and with annual revenues of approximately two billion Reais per year. The results obtained by the collaborative analysis technique indicate that independent boards focus on strategic aspects, while dependent boards focus on operational issues. We also found out that family disagreements, attachment to the business and previous experiences of dependent boards generate low synergies and conflicts in decision-making. Even though we still considerate business boards a true black box, the results of this research contribute to a better understanding of the decisions made by dependent and independent boards in the context of family businesses.

ABSTRACT. El impacto de la gestión de los recursos humanos en el resultado ambiental ha sido largamente apoyado por los académicos, pero hasta hoy ningún estudio ha mostrado empíricamente su incidencia exacta en el mundo real. Este estudio presenta evidencias de la importancia que tienen determinadas prácticas de gestión de recursos humanos (por ejemplo, la formación y motivación de los empleados en materia ambiental), sobre todo cuando están acompañados del adecuado soporte por parte de la dirección de la empresa. En una muestra de empresas españolas sometidas al régimen de comercio de CO2 de la Unión Europea con sistema de gestión ambiental certificado podemos ver que la incidencia de tales prácticas en el resultado ambiental solo es positiva cuando existe un soporte real por parte de la dirección de la empresa.

ABSTRACT. The association between Strategy and Financial Performance is commonly used in scientific research. The dichotomy between deliberate and emergent strategies although already discussed by several researchers, does not have a consensus in the literature and also the predominant practice in the academy investigates the financial perspective of performance and, usually, does not consider its plural aspects. Based on this reflection, this theoretical study discusses gaps in Peng’s et al. (2009) strategy framework focusing on strategy and performance. As a result, we propose a review of the strategy framework, incorporating four strategic stages (deliberate, delibergent, emergent and emergerate) and plural performance. We also propose a methodological research that can be performed in the field of business strategy.

ABSTRACT. The objective of this research is to evaluate the barriers in the implementation of hospitality program with the support of self-service technologies in a knitwear manufacturing cluster. The data collected with the employees of this cluster were analyzed using a questionnaire with a Likert scale and with semi-structured open questions. The research is characterized as exploratory in nature; Such methods are used in the qualitative and quantitative evaluations of a phenomenon. The results were analyzed using non-parametric statistical techniques, as well as Cronbach's alpha and correlation analyzes. The results responded to the research objectives and showed a satisfactory result for certain information processing barriers in the cluster.

ABSTRACT. Organizations depend on their ability to formulate, implement and evaluate strategies effectively in order to make better use of their resources and capabilities to achieve and maintain competitive advantage. Regarding micro and small enterprises (MSE), which mortality levels are significant, those capacities are fundamental conditions for their survival and growth. Considering the lack of a more robust method of measuring strategic capability for this type of companies, this study proposes a Strategic Capability Index (SCI) for MSE. The research population was composed of companies located in the state of Ceará, Brazil, from a sample of 196 companies. By means of the application of a second order Confirmatory Factorial Analysis, it was possible to propose the factored index in five dimensions: Strategic Approach; Strategic Tools; Strategic Relations; Analysis of Environments; Strategic Processes. The SCI for MSE in the organizations analyzed in Ceará was low, implying the relative lack of competitiveness of these organizations.

ABSTRACT. The main proposal of this research is to examine the existing literature on quality management systems and food safety management systems, and group, sort and prioritize the critical success factors that affect these systems in a global context, to help researchers and food industry managers in decision making and prioritization of actions in research and projects related to the topic. We conducted a quali-quantitative research based on a review of published papers about the subject in the last 23 years. The data were treated statistically, grouped and analyzed by the Nihans classification technique. The result led to the selection and prioritization of 14 critical factors of success for quality and food safety management systems.

ABSTRACT. Se reportan los resultados de un estudio exploratorio hecho en la ciudad de México a 348 ejecutivos, sobre el bienestar laboral y la ejecución de la estrategia. En éste se encontró que hay una correlación entre las variables independientes bienestar laboral psicológico y bienestar laboral cognitivo, con la variable dependiente ejecución de la estrategia y que dichas variables de bienestar pueden explicar, a partir de las ecuaciones de regresión lineal la ejecución efectiva y no efectiva de la estrategia. Lo cual indica una relación causa-efecto entre el bienestar laboral y ejecución de la estrategia. Las ecuaciones presentan un coeficiente de determinación de 0.701 para la ejecución efectiva y 0.721 para la ejecución no efectiva.

ABSTRACT. This paper presents an econometric model of the demand for new trucks in Brazil from 1996 to 2015. Despite the historical dominance of road freight transport in the country, there is a scarcity of studies on this subject. This is a significant paper for, besides contributing to filling the knowledge gap, it does through an innovative model that applies other variables in addition to the ones already used in existing papers on this subject. It addresses domestic truck sales in Brazil using multiple linear regressions and secondary data. The model uses same variables adopted in previous automotive demand models, refines others and introduces new ones. This paper innovates by identifying three types of variables associated with Brazilian domestic truck demand: (1) microeconomic variables related specifically to the truck market, (2) macroeconomic variables related to GDP and total labor income and (3) expectational variables related to buyer’s confidence, and their respective lags. The results deepen the knowledge about the truck market behavior, allow an improvement on the quality of decisions and potentially contribute to enhance the efficiency of the truck industry as a whole.

ABSTRACT. Abstract: O objetivo deste artigo foi analisar a relação do Empreendedorismo com outros campos de estudos, a fim de discutir a interdisciplinaridade do fenômeno. O método utilizado foi o de identificar estudos bibliométricos sobre o tema e a partir destes analisar a interdisciplinaridade. Foram identificados estudos bibliométricos nos períodos de 2006 a 2016. Os dados mostraram as áreas com as quais o Empreendedorismo mantém interdisciplinaridade, bem como os temas identificados. Além disso, identificou-se que alguns casos rumam para a transdisciplinaridade.

ABSTRACT. This article aims to identify the strategies that women entrepreneurs employ in the field of technology and innovation to develop their businesses. It also aims to understand the recurrent behaviors in the drive for a foothold in a mostly male-dominated context in a technological sector business incubator in São Paulo, Brazil. It is a longitudinal qualitative study of an exploratory nature based on a semi-structured script. Seven women entrepreneurs who work on technological products at the Technological Enterprise Incubator Center (Cietec) and the coordinator of the center participated in the study. The results were clustered into four categories: Women entrepreneurs in the context of a business incubator; Women and their backgrounds, Women entrepreneurs and their leadership of innovative projects; and Women entrepreneurs and their obstacles and business strategies. After one year, these same entrepreneurs were interviewed again to present the current status of their endeavors. The results showed that, even in a place traditionally occupied by men, the women feel confident about developing their projects. Family and close friends exerts influence on both success and failure of their projects and, even when facing obstacles and difficulties in their daily lives, the women enjoy what they do. Sharing the space at the business incubator is an aspect that provides considerable motivation, but this is not necessarily sustained after leaving the incubator. The strategies more personal and behavioral related showed more positive results than cognitive or technical related. Nevertheless, women use formal strategies, especially to be admitted to the incubator, but formal plans do not appear to be preferred by them after leaving the incubator.

ABSTRACT. Social innovations entail institutional change to confront “wicked problems” with substantial interdependencies among multiple systems/actors. Latin-American countries are characterized by strong societal problems such as violence, crime, corruption, informality that influence any entrepreneurial activity developed by individuals/organizations. Translating this reasoning into social innovation and adopting the Institutional Economic approach, enterprises’ social innovations could be configured by the quality of both formal institutions (regulations, programmes, etc.) and informal institutions (values, attitudes, etc.). This study analyzes the influence of formal/informal institutions in the development of enterprises’ social innovations. Our proposed model was tested using data from 5525 establishments interviewed in the 2012/2014 National Victimization Survey of the Mexican National Institute of Statistics and Geography (INEGI). Results contribute to the debate about institutional factors, social innovations, and roles of certain actors in developing economies. These insights are useful for managers and policy makers to better address issues related to organizations and societies.

ABSTRACT. Technology based nascent entrepreneurs is understood such as the individuals who are involved in creating new businesses that are technological based orientated. In this regard, nascent entrepreneurship literature has paying attention on each stage of the entrepreneurial process based on the influence of certain environmental conditions and the influence of balanced skills and characteristics of the nascent entrepreneurs. However, interactions among individual, organizational and environmental levels are still unexplored and are necessary to understand patterns among tech and non-tech nascent entrepreneurs. In this regards, the main purpose of this chapter is to provide a better understanding about the nexus of ecosystems, strategic orientations, and higher education on technology based nascent entrepreneurship. Adopting several theoretical bases, we proposed a conceptual model tested with a multilevel analysis using data from the 2008 GEM datasets. Our results confirm the relevance of certain conditions linked to innovation and entrepreneurial ecosystems as well as strategic orientation in technology based nascent entrepreneurship. In particular, these effects are reinforced when nascent entrepreneurs have a college degree. Therefore, several implications for policy makers, managers and other stakeholders emerged from these results.

ABSTRACT. Environmental Entrepreneurship (EE) is a scholarly field that has gained traction in recent years under the premise that it might represent a solution to pressing environmental challenges. Despite substantial advances, the field still lacks consensus on what EE is and what it encompasses. The lack of a settled and unified notion of what EE is seems to be slowing the progress of the field because it hinders the establishment of legitimacy, challenges theoretical development, and raises measurement and empirical problems. Drawing on past definitions, we propose a conceptualization of EE that serves to connect the extant fragmented definitions and contributes to the distinctiveness of the field and that could be instrumental to further developing the current theoretical approaches informing the phenomenon. Specifically, we followed an inductive approach that allowed us to identify three interrelated core components of EE: Duality of goals, Agency, and Environmental value creation. This definition helps to bridge the gap between staying the current course and moving the field forward.

ABSTRACT. Recentemente diversos empreendedores passaram a empregar uma nova abordagem na criação de empresas, denominada “Lean Startup” que, começou a ser difundida no Brasil em 2012 com o livro de Eric Ries. Seguindo a perspectiva do empreendedorismo como método, ela representa uma ruptura nos estudos de empreendedorismo, pois é diferente da abordagem preditiva utilizada até então em que elabora-se um plano de negócios e, somente depois da busca de investimentos, o produto é testado com clientes. Embora muito utilizada, existem poucos estudos acadêmicos sobre as práticas Lean aplicadas a Startups, daí a relevância do presente estudo. Com caráter exploratório, a pesquisa utiliza uma metodologia quantitativa e se vale de uma survey, respondida por 115 empreendedores, sócios de empresas de base tecnológica com até 42 meses de existência, com o objetivo de descobrir se eles conhecem a Lean Startup e o quanto suas ferramentas são adotadas. Como resultado, constatou-se que a Lean Startup é amplamente conhecida e utilizada, foram encontradas sinalizações de resultados positivos obtidos pelo uso des algumas de suas ferramentas - feedback acelerado, produto mínimo viável (PMV) e métricas da contabilidade para inovação, que medem o aprendizado no lugar de lucro. Dessa forma, a pesquisa contribui com o aumento do conhecimento sobre a Lean Startup, bem como por meio da formulação de perguntas para direcionar estudo futuros.

ABSTRACT. This paper explores some gaps that extensive reviews of the growth literature have identified. In the perspective advanced here, organizational long-term survival provides the broad context for scrutinizing the growth notion along three complementary angles. Viewing growth as change in size, the paper offers three growth-related indicators of size, performance and investment capacity, which fit longitudinal, comparative analyses of growth. Regarding growth as change in kind, the paper puts forward a typology of five different modes whereby growth comes about – inertial, dialectical, interactional, structural, and externally induced. Considering growth as a process of change of organizational and environmental states, the paper advances a framework that identifies five main growth-related challenges – entrepreneurship, navigating into the changing environment, diversity management, human resources provisioning, and complexity management. The successful/unsuccessful handling of these challenges will affect organizational long-term prospects. As such, the paper offers a view that rejects the commonly found positive bias related to growth as an indicator of success.

ABSTRACT. New perspectives in entrepreneurship have driven to a growing interest in cognitive logics employed by entrepreneurs when making decisions to launch and grow their new ventures, namely, effectuation and causation. Within this stream of entrepreneurship literature, the role of experience has been justified as determinant, in such a way that expert entrepreneurs seem to engage more likely in effectual reasoning than novice entrepreneurs do. Moreover, resources are seen as critical to the deployment of effectual or causal behaviour. Drawing on a sample of 178 Spanish New Technology-Based Firms (NTBFs), the present study evaluate whether the relationship of effectuation and causation with performance is different for experts and novices, and moreover, how the availability of resources can condition this relationship. Our results indicate that effectuation is relevant for firm performance both for expert and novice entrepreneurs, while causation seem to be determinant only for experts. Moreover, resources availability seems to interact only with effectuation in their relationship with performance.

ABSTRACT. The ability to be an ambidextrous organization is known to enhance family-controlled firms’ performance. Nevertheless, previous literature shows a great heterogeneity in the ambidextrous orientation among family-controlled firms. Using socioemotional wealth preservation as a theoretical framework, this study addresses this gap in the literature and shed light on how the importance of different family-centered non-economic goals affects the ambidexterity of family-controlled firms.

ABSTRACT. Companies are faced with the problem of balancing autonomy and control of new corporate ventures created within the organization. Utilizing both transaction-cost and resource-based theories, we analyze what issues drive managers when making the decision of internalizing or spinning off a CV. Our results indicate that the primary drivers of such strategic decisions are near-term profitability, the risks involved and synergies with the firm. Our results indicate that rather than the potential of the venture in itself, the main driver of decisions are the potentials benefits and/or damage that CV could cause to the parent firm.

ABSTRACT. A great body of entrepreneurship literature has focused on the impact of entrepreneurial orientation on performance. However, recent studies call for an analysis of this relationship including the effects of other variables. Within this framework, this research analyses the moderating effect of founder team diversity on the relationship between entrepreneurial orientation and innovation performance. To test our hypotheses, we perform a hierarchical regression analysis drawing on a sample of 205 Spanish SMEs from technology sectors. As expected, our results confirm a positive effect of entrepreneurial orientation on innovation performance. Moreover, we find that gender diversity in the founder team moderates positively this relationship. Finally, functional diversity in the founder team affect innovation performance negatively. We discuss the implications of these findings for the research on entrepreneurial teams and new ventures.

ABSTRACT. This article has as I aim to investigate the dynamic one of the conflicts in familiar business advice. The study was ruled in an analysis of the content using 36 minutes of meetings of the council of familiar business group, being the data relative to the period of 2012 up to 2016. The results indicate that 83 conflicts situations surfaced, being they classified in: conflict of task (68 conflicts) and emotional conflict (15 conflicts). The model situacional developed demonstrates which different functional tracks, formation and professional experiences, they can polarize the discussions of the advice promoting conflicts. A complexity shows up in the familiar relations interacting with the business, when there is a predominance of discussions connected with operational aspects for part of the internal counselors. Even that the task conflicts, for times, could be beneficial, the results demonstrate that the positions of confronte between members and the rigidity of the internal counselors can make conflicts of task into emotional conflicts, when the main contributions of this article are these.

ABSTRACT. Dado el riesgo psicosocial que representa la adicción al trabajo, en este estudio se busca entender qué tan presente está este tipo de adicción en los ejecutivos mexicanos, además de comprender si la satisfacción laboral es una variable que fomente dicho fenómeno. Por otra parte, dada la combinación de varios grupos generacionales trabajando en las organizaciones, se busca vislumbrar si hay un grupo generacional más propenso a ser adicto al trabajo entre los ejecutivos. La investigación se realizó en la Ciudad de México a 429 ejecutivos a los que se les aplicó las escalas: Duwas-10 para medir la adicción al trabajo; Cook, Wall y Warr para la satisfacción laboral y se empleó la trompeta grupal de Arnott para distinguir las generaciones. Se identificaron las proporciones de ejecutivos adictos al trabajo -27% de la muestra-, ejecutivos satisfechos laboralmente -25% de la muestra- y los distintos grupos generacionales. Adicionalmente se realizó un análisis de regresión lineal para predecir el nivel de adicción al trabajo a partir de las variables: trabajo en exceso y factores intrínsecos de satisfacción laboral, dando ecuaciones con coeficientes de determinación para adictos al trabajo de .74 y no adictos al trabajo de .70 Además para comprender la influencia de los grupos generacionales sobre la satisfacción laboral y la adicción al trabajo, se realizó un análisis de moderación con un análisis de varianza de dos vías, tomando como variable independiente a la satisfacción laboral, la variable moderadora al grupo generacional y la variable dependiente el nivel de adicción al trabajo, concluyendo que hubo interacción entre nivel de satisfacción laboral y grupo generacional que afecta como consecuencia al nivel de adicción al trabajo en el ejecutivo. Las aplicaciones prácticas de este estudio pueden orientarse hacia el diagnóstico de ejecutivos adictos al trabajo, con la finalidad de generar programas de prevención y en su caso contención para aquellos ejecutivos que sufran este tipo de adicción; esto con la intención de proporcionar ayuda para manejar los problemas que se derivan de la adicción al trabajo como son el aislamiento, trabajo inefectivo, retrabajos, trabajo en equipo deficiente, entre otros.

ABSTRACT. Purpose –This study sought to reevaluate the effects of the elements of theories of expectation in motivational processes in environments of pay for performance programs. Design/methodology/approach – The research used the model of Porter and Lawler III (1968) enhanced with elements of other studies on the subject. Conclusive research was done using standardized questionnaires on a sample of (n=594) employees in private and public organizations. Findings –The results supported by the model studied don’t confirm the hypothesis that nature of organizations (public and private) influences the elements of motivation in the context of environment reward, because people motivation is related to human nature rather than organizational nature. Research limitations/implications – To future research is suggested a longer evaluation period of time and addition of a qualitative analysis. Practical implications – The model shown that the studied theories continue to explain people motivation to work in context of environment reward in both organizations. Originality/value – The nature of organization (public and private) doesn’t influence the elements of motivation in pay for performance environment in the context studied.

ABSTRACT. Objetivo - O objetivo do estudo foi investigar a Qualidade de Vida no Trabalho e o Comprometimento Organizacional nos trabalhadores do Porto de Santos considerando os diferentes vínculos contratuais.

Metodologia - O instrumento foi baseado nos modelos BPSO-96 e Medeiros (2003). Foram analisados 239 questionários. As hipóteses propostas foram confirmadas pelos testes ANOVA e LSD, e Correlação de Pearson.

Achados - Observou-se que o comprometimento predominante em relação às operadoras é o sentimento de obrigação pelo desempenho. Os avulsos não vinculados apresentam maior insatisfação com o tipo de contrato de trabalho, autonomia, estilo de vida e estado geral de saúde dos colegas, embora dêem menos importância a convênio médico. Os resultados indicam que os vínculos contratuais interferem nos resultados de satisfação com o trabalho. Indicam, também, que relações de trabalho mais humanizadas e éticas geram um comprometimento afetivo mais intenso e um desempenho positivo nas organizações.

Limitações - Trata-se de um estudo de caso, não podendo ser generalizado.

Implicações práticas - O estudo mostra a diferença nas percepções e sentimentos entre os trabalhadores com diferentes vínculos de trabalho.

Implicações sociais - O estudo mostra a importância da qualidade dos vínculos nas relações de trabalho.

Originalidade/valor - As relações de trabalho nos portos brasileiros inserem-se em um contexto legal bastante diferenciado. Adicionalmente, o estudo foi realizado no porto mais importante do Brasil, onde foi possível observar as percepções e sentimentos provenientes de uma gestão complexa que inclui vários tipos de vínculos contratuais.

ABSTRACT. Coaching practices are increasingly spread across the world and Portugal represents no exception, although in this country the coaching profession is more recent. Given the established effectiveness of this practice, notwithstanding a number of critiques particularly related to the difficulty of explaining its effectiveness as well as to its replicability, we aimed to better understand the coaching context in Portugal. A survey for coaching practitioners distributed online and a final sample of 187 coaches participated. Findings show that the majority of respondents adopt theoretical frameworks rooted in psychology or NLP and they tend to adopt also specific techniques/tools, particularly for diagnostic purposes. Although, the use of specific tools that would make the practice of coaching more “replicable” or “testable” is not commonly spread, especially in more advanced phases of coaching programs. Among the positive consequences of coaching, the coaches report most impact on self-awareness and hope/optimism, and less on leadership competencies, despite leadership being one the most demanded areas for working during coaching sessions. Interestingly, some negative consequences of coaching are also reported. We discuss these findings advocating for more scientific research on the mediating mechanisms that are responsible for its effectiveness as well as for theory-driven methodologies that can be replicated and standardized, contributing therefore to coaching efectiveness

ABSTRACT. Este ensaio teórico investiga as contribuições da perspectiva da reação social para o estudo do comportamento desviante no contexto das organizações. Para tanto, apresenta um histórico das abordagens sobre o desvio e de seus desdobramentos nos estudos organizacionais, com o objetivo de compreender como certas imagens embasam explicações sobre o fenômeno, orientam a seleção de suas causas e a identificação dos desviantes, legitimando também as ações daqueles que o controlam. Tradicionalmente, as abordagens do desvio nas organizações oscilam entre o enfoque do comportamento organizacional, que busca compreender as causas do fenômeno e propor formas eficientes de gerenciá-lo, e o enfoque sociológico, que trata o comportamento desviante de trabalhadores como expressão de resistência ao controle gerencial. A perspectiva da reação social é uma abordagem sociológica pouco explorada nos estudos organizacionais e seu enfoque modifica as problematizações até então dominantes sobre o desvio, permitindo tratá-lo como um fenômeno socialmente produzido e provocando a reflexão sobre a própria dinâmica de geração, aplicação e transformação das categorias que delimitam o que é um comportamento desviante em um dado contexto.

ABSTRACT. A pesquisa teve como objetivo geral analisar as principais razões pelas quais as empresas públicas paulistas utilizam coaching e mentoring como prática de compartilhamento de conhecimento. No ano de 2009, foi decretado pelo governador do Estado de São Paulo, o decreto nº 53.963 que instituiu a Política de Gestão do Conhecimento e Inovação para as empresas públicas. Kuniyoshi e Santos (2007) realizaram uma pesquisa, na qual identificaram práticas e iniciativas de gestão do conhecimento adotadas por algumas empresas, dentre elas, coaching e mentoring. O método utilizado neste estudo é o exploratório de abordagem qualitativa do tipo exploratória, o objeto desta pesquisa foram as empresas públicas paulistas, que, atualmente, somam 21. Foi realizado estudo de caso, com entrevista e análise documental em duas destas empresas, uma das empresas é do segmento de saneamento de água e esgoto e, esta pesquisa teve como objetivo analisar a prática de coaching e, a outra empresa é referência nacional na área metrológica e teve como objetivo analisar a prática de mentoring. Foi constatado que as práticas de coaching e mentoring são utilizadas como recurso capaz de tornar a empresa singular perante as outras, mesmo as empresas públicas que não tem foco em competitividade, mas utilizam o conhecimento de forma estratégica para melhorar a qualidade de atendimento à sociedade.

ABSTRACT. Immediacy, technology, connectivity, economic transformation and the complexity of the world of work influence the construction of professional careers in the contemporaneity, settling new career configurations which modify and expand the working relationship. Assuming that workers seek meaning at work, the career development is prioritized in this research, under the perspective of an individual, believing that the ideal worker is aware of his/her responsibility in the career development and yearns through a meaningful work to build his/her career in the world. During the last decades, the concept of career began to take a prominent place and increased its meaning, in order to demonstrate the changes that have occurred in people and in the world of work. Regarding the redesign and expansion of the traditional concept – linear and planned upward mobility, and hierarchical advance in the profession or number of jobs –, the career to be understood requires the interpretation of the individual and the organization. This can be defined as a building process of itself, through experiences and continuous behaviors that, associated with work, are transformed positively through psychosocial perception, resulting in the development of skills that enable to deal with increasingly complex situations on a personal, professional and social level. Despite the traditional models of careers are still present, it is amazing to see the speed at which the new configurations get settled. It is not enough to be aware of the challenges in career construction, we need to understand and coordinate actions to address them. It is in this context of uncertainty that the question of this research arises: do the understanding and the acceptance of personal responsibility drive the development of the ideal worker's career in the contemporaneity? Considering the professional development, the purpose of performing a meaningful work, the aim of this Page 2 research is to understand the career development in the contemporaneity and the acceptance of personal responsibility, from the challenges faced and the models built by the workers surveyed. In order to study the ideal career building process, a qualitative research with the technique of semi-structured interview was carried out with 21 Brazilian workers, aged between 26 and 38 years. The selection of participants was intentional, having as a decisive condition the fact that, although they were working formally or autonomously, they faced a period of questioning about career development, demonstrating lack of knowledge, concern and dismay regarding the labor market. For data collection, we had a sociodemographic questionnaire and a semi-structured interview. We chose content analysis for interpretation and data analysis. Each participant was analyzed individually through the identification of the main registration, as units of career building indicated by phrases or ideas drawn from interviews. The articulation of the categories is presented through the registration units of each attendee for the analysis of common and differentiated aspects. To investigate the narratives, we used content analyses, which involved the definition and understanding of 7 analysis’ categories to the careers building: conceptions of work, definition of career, professional objectives, challenges faced in the career development, responsibility and personal action toward the career development, significance of professional success, and the importance of the relationship networking for the career development. The main results of the research show that the new ideal worker is unanimous in the networking valuation and that regardless of the career model built – traditional, multidirectional, protean or boundaryless – the surveyed workers are aware, as they take responsibility and develop actions for the development of their careers, building their careers mostly within the models of contemporary careers, highlighting the protean and boundaryless careers. The meaning of new ideal worker career is related to the advance in the hierarchical scale, to the stability, to the adjustment of the individual regarding the chosen occupation, the possibility of being better than other Page 3 workers and feel happy for being recognized for his/her technical and social skills. The new ideal worker understands that developing career is to grow with the own experience, valuing reand bringing positive results to the company, seeking to develop his/her potential as an individual through a work that really makes a difference and helps to promote a better life for everyone. In the current context of work, despite the difficulties found in the new cycles of the contemporary economy, where the work has a new meaning and the big challenge is the understanding and the reorganization of the professional development. Despite the importance of the organization, the workers have responsibility for the development of their career and must build their career through a significant work from the challenges found and from the built career model, with flexibility and autonomy, challenging the incomprehensible inconstancy of the world of work which demands flexible links and new forms of relationship with work.

ABSTRACT. The corporate world has encountered a global leveling in terms of best practice information, technologies, products and services and, however, it encounters major challenges in dealing with human relations. Faced with this, companies are turning their eyes to those resources that they have always related to, but have not given the necessary focus and attention: the human resources. In this way, the study sought to develop a model to measure the influence of interpersonal trust and organizational identification on employee motivation and performance. A survey was carried out at a logistics company located in the metropolitan area of Belo Horizonte, through data collection from 5 subsidiaries. The research purpose was to analyze the units as independent affiliates, as well as, any point outside the reality of the affiliate in relation to the organization as a whole. Questionnaires were applied to the employees so that their answers could be analyzed statistically. As a result, it has been confirmed that there is an influence of the trust in the co-workers and immediate superior on performance and organizational identification, and that such organizational identification positively influences the employee motivation. It was also confirmed the directly influence of motivation on performance.

ABSTRACT. This paper is part of a current stream of research that handles the role of human resources and their management in the implementation and consolidation phase of lean production. The aim of present article was to propose a novel classification of the literature that groups the different research works of the field into lines of research by employing the methodology of systematic literature review (SLR). This way, the evaluation of the literature permitted the identification of four lines of research: socio-cultural factors, work organization, trade unions and knowledgeable workforce and participative management. This allowed the researchers and practitioners to deduce progress with respect to the stage of the implementation and consolidation of lean production. In addition, the systematic literature review revealed gaps that provide new opportunities of research and challenges to be addressed in the future.

ABSTRACT. En los últimos años los directivos han tenido que repensar la forma en que se organiza el trabajo y las prácticas de gestión de recursos humanos para enfrentar el desafío de atraer y retener a los empleados más valiosos. Este fenómeno no solo ocurre en las grandes organizaciones sino también en las pequeñas y medianas empresas, y en particular en aquellas dedicadas al desarrollo tecnológico que deben competir entre sí por sus recursos en un mercado laboral cada vez más dinámico. En esta situación, la incorporación de prácticas de conciliación trabajo-vida a las políticas organizacionales ha comenzado a observarse con mayor frecuencia como un medio para enfrentar esta problemática. A pesar del avance en la literatura sobre el fenómeno de conciliación trabajo-vida, se evidencian escasos estudios que focalicen el análisis en el contexto latinoamericano y en pequeñas y medianas empresas. Este trabajo tiene como finalidad aportar evidencia empírica sobre las políticas de conciliación trabajo-vida en pequeñas y medianas empresas de alta tecnología del contexto latinoamericano, a través de un estudio de casos múltiples.

ABSTRACT. This study examined the influence of the variables Conflict, Communication, Power, self-efficacy, Interdependence on team cohesion and the influence of Cohesion on the results of a team. The data were collected by a cross-sectional survey of 418 subjects (145 police officers, 133 soccer athletes and 140 administrative employees of a company). The results indicate that Team Cohesion is positively related to communication, interdependence, conflict management, power and self-efficacy. The results also show that Cohesion has a significant and positive influence on the result obtained. After grouping according to work capacity (based on Cohesion and Interdependence), it was found that the sport group was highly associated with a high capacity of teamwork, while the Military Police was highly associated with the low capacity of team work. It is also worth noting that the teams that make up the sports group and that had greater adherence to the ability to work in teams have also obtained the best positions in the national football championship.

ABSTRACT. This work aimed to analyze the effects of personal values, the type of remuneration and goals on the performance of the individuals, through a laboratory experiment using anagrams methodology. For research, an experiment was conducted with students and employees at an higher education institution in Minas Gerais. Data analysis was performed using a marginal log-linear model of Liang and Zeger (1986) with the assistance of the R software. The results signaled that the type of remuneration and the use of goals did not affect the performance of the individuals, but individuals who have chosen variable remuneration had an income 29% higher than individuals who chose the fixed remuneration. Individuals with a higher degree of benevolence showed a performance 14% worse. The male individuals had a performance 26% higher than the female individuals. Students have performed 18% more than employees. Individuals who had already done activities with anagrams had a performance 19% higher and the experience gained by individuals during the experiment was crucial to that part of them that changed their preference for remuneration type.

ABSTRACT. Human Resource Management plays a key role on organizations’ environmental policies and strategies. The objective of this paper is to identify two HR archetypes based on different strategic goals in order to align HR practices with its strategic goals. Entrepreneurial archetype based on an exploratory strategy seeks eco-innovation and cooperative archetype based on an exploitative strategy that seeks eco-efficiency. Finally, to develop current theory in forms of proposition about the relationships between the Environmental Management (EM) archetypes identified and eco-efficiency, eco-innovation, and long term and short term performance.

ABSTRACT. El propósito principal de este trabajo es examinar la existencia de determinadas características de los managers que pueden estar asociadas con mejores resultados. En este trabajo, mostramos en primer lugar, que es frecuente que esas características se presenten asociadas unas con otras formando tipologías de directivos bien diferenciadas. Agruparemos esta tipología en 5 clústeres bien diferenciados. Además, la pertenencia a uno de esos grupos ayuda a explicar algunos resultados de la empresa. Nuestro modelo teórico central se relaciona con la tesis central de la teoría de la Upper echelons theory (UET) sobre los efectos de los antecedentes del manager sobre el comportamiento y los resultados de la empresa. Proporcionamos un análisis completo y detallado sobre el papel de los managers en las pequeñas y medianas empresas de media-alta y alta tecnología, controlando también por factores estructurales que podrían afectar a estos resultados.

ABSTRACT. The fight against poverty has traditionally started from the question of the causes of poverty, with the understanding that the solution is of a purely economic nature. However, the authors understand that in a globalized world, the correct question is that of the causes of wealth, that the solution is born of justice, and that people are the starting point, not poverty itself. By rethinking classic contributions in terms of the new global environment of poverty, it can be concluded that the process of sustainable development of people and countries requires a virtuous cycle dynamic between two co-principles: economic development and development of the common good. This process takes place in a new environment, with new elements such as generative justice, and new types of poverty such as anthropological poverty. Fighting poverty in the world is absolutely necessary for the sake of justice and the survival of the global economic and cultural system, but this fight will only be effective if the private sector invests in countries where poverty is the greatest. Therefore, a fund with the subsidiary and voluntary tax contributions of taxpayers, companies and individuals from the richest countries is proposed. Identification of funding sources, operational guidelines for the fund, an analysis of its effective reach in terms of countries and populations that may be its beneficiaries, and some guidelines for its governance precede the final conclusions of this paper.

ABSTRACT. El principal recurso en la generación hidroeléctrica es el agua, por lo que por esta razón es de vital importancia reconocer que el agua tiene un costo de uso que debe ser tenido en cuenta a la hora de definir tarifas en las Bolsas de Energía. Este artículo analiza la valoración del uso del agua a través de estándares internacionales de información financiera utilizados para la medición de los servicios, evalúa la presentación como inventario en los estados financieros de las reservas de agua en los embalses de las generadoras hidroeléctricas y modela la variación del precio de la energía en la Bolsa de Energía de Colombia y de otras bolsas en el mundo ante cambios en los precios de oferta de despacho negociados por los generadores hidroeléctricos. Los hallazgos muestran que existe una relación positiva y significativa entre el precio de oferta de despacho de la energía de generación hidráulica y el precio de energía en la bolsa nacional.

ABSTRACT. This paper examines data collected on cars and light trucks sold in the US market by both domestic and foreign manufacturers. Since 1994, under the terms of the American Automotive Labeling Act, automakers have been required to include country of origin information on the sales stickers affixed to the vehicles sold in the US market. The purpose of this paper is the evaluate changes that have occurred over the last five years with regard to changes in Mexican sourcing strategies and accompanying changes in US/Canadian vehicle content. An additional purpose is to assess the extent of vulnerability certain manufacturers may have with respect to potential trade barriers imposed on Mexican exports by changes in US government policy.

ABSTRACT. Com o passar dos anos, a Tecnologia da Informação (TI) assumiu a responsabilidade de não somente gerar, mas gerenciar o conteúdo das informações, mantendo a eficiência, e assim, desempenhando um papel fundamental na transformação da administração pública, passando de gestão de objeto para objeto de governança. Nesse contexto, o objetivo geral da presente investigação consistiu em analisar as melhores práticas de Governança de TI adotadas pelos órgãos da Administração Pública Federal Brasileira (APFB). Para tanto, fez-se uso de uma abordagem quantitativa, viabilizada por meio de aplicação de técnica estatística descritiva e regressões lineares múltiplas sobre o banco de dados secundário resultante da aplicação do questionário referente à Governança de TI em órgãos da APFB. Os resultados possibilitaram concluir que, há necessidade dos órgãos da APFB investirem em práticas de Gestão de Risco e Gestão de Continuidade do Negócio como forma de garantir melhores respostas às incertezas e por consequência, valorizar o órgão para melhor empregar os investimentos e gerar bons resultados para a sociedade.

ABSTRACT. A presente pesquisa teve por objetivo analisar a adoção dos Escritórios de Gestão de Projetos (PMOs) nas organizações públicas, buscando compreender a relação entre a aplicação de técnicas de gerenciamento de projetos, os PMOs e o paradigma da New Public Management (NPM). Como forma de atingir o objetivo desse estudo, buscou-se dimensões organizacionais públicas diferentes que utilizam o PMO em suas atividades. Trata-se de uma pesquisa qualitativa, multicaso, comparativa, analisando as diferentes percepções dos gestores dos PMOs das organizações públicas. Os resultados indicam uma forte associação dessas iniciativas com os pressupostos da administração pública gerencial, presente tanto na implantação das unidades analisadas como em práticas e métodos gerenciais por elas realizados ou disseminados. Espera-se que este estudo possa auxiliar gestores públicos no planejamento e na implementação de práticas de gestão de projetos, assim como pesquisadores interessados na temática.

ABSTRACT. Diante da atualidade da pauta da reforma da previdência social no Brasil e da polarização do debate em relação a essa reforma, a Desvinculação da Receita da União (DRU) tem sido apontada como uma das graves ingerências cometidas pelo governo no que se refere à previdência. Esse trabalho teve por objetivo identificar o impacto da DRU, analisando as receitas e despesas relacionadas com o RGPS entre os exercícios financeiros de 2012 a 2016. Para tanto, foi realizado um estudo exploratório, onde se pode verificar que a DRU, nos anos de 2012 a 2014 contribuiu para a formação do déficit da Previdência, uma vez que, caso não existisse, o resultado da previdência seria próximo a zero. No ano de 2015 essa afirmativa não pode ser confirmada. Identificou-se, também que o governo federal tem se valido de fontes de financiamentos nada convencionais para o déficit previdenciário, como títulos do tesouro. Adicionalmente, identificou-se que o aumento das despesas previdenciárias vem superando o aumento das receitas previdências, o que pode estar relacionado à crise econômica desencadeada pela crise política iniciado no Brasil a partir de 2014.

ABSTRACT. Este artigo utiliza o conceito de governança na análise da gestão dos recursos hídricos no Estado da Bahia. Governança das águas se traduz, neste estudo, como um paradigma alternativo que implica na descentralização do poder do Estado, e no envolvimento de novos atores sociais no processo de formulação e implementação das políticas públicas de recursos hídricos que busquem a sustentabilidade e autonomia do sistema Trata-se de uma pesquisa qualitativa que , além da revisão bibliográfica, utilizou-se de entrevistas semiestruturadas e da análise documental de 186 atas de reuniões de 14 comitês de bacias do Estado publicadas no site do Instituto do Meio Ambiente e Recursos Hídricos –INEMA. As análises permitiram traçar o panorama atual da gestão das águas na Bahia e identificar as principais dificuldades na efetivação de sua governança, quais sejam: a institucionalização da cobrança pelo uso da água e uma gestão descentralizada e participativa através dos comitês de bacias hidrográficas. O estudo conclui que a governança das águas nesse estado, no que tange à descentralização, participação e cobrança pelo uso da água, ainda está distante do modelo idealizado pela política nacional de recursos hídricos.

ABSTRACT. Self-concept – a knowledge structure that consists of beliefs about the self, including one’s attributes, social roles, and goals (Fiske & Taylor, 1991) – is a dynamic interpretive structure that mediates both intrapersonal and interpersonal processes (Markus & Wurf, 1987). By being responsible for interpreting and organizing self-relevant experiences and actions, this structure defines incentives, standards, plans, rules, and scripts for behavior. The construction and maintenance of this structure is motivated and different motivations have different impacts on our behavior. The proposed framework aims at explaining how these self-motives define our work behavior and how our social networks enhance or hamper the strength of the motivated behavior.

ABSTRACT. En este trabajo se pretende averiguar si las dimensiones del compromiso del empleador determinan el comportamiento de los empleados medido a través de sus intenciones a permanecer (IP) en la organización y a desempeñar comportamientos organizativos ciudadanos (COCs). Asimismo, se comprueba si estas asociaciones directas vienen moderadas por la fortaleza del sistema de gestión de RRHH (SGRH). A partir de estas asociaciones se formulan hipótesis que serán testadas en una muestra de 130 empresas pertenecientes al sector hotelero. Aplicando metodología SEM y análisis de regresión jerárquica múltiple se concluye que: (1) la estructura dimensional de las variables compromiso del empleador y fortaleza del SGRH no se ajustan en su totalidad a las propuestas por sus autores; (2) las dimensiones del compromiso del empleador se asocian parcialmente con la IP y el COC; (3) la influencia que ejerce la dimensión afectiva sobre IP y COC es más intensa que la ejercida por las otras dos dimensiones del compromiso del empleador; (4) la fortaleza del SGRH modera parcialmente las señaladas relaciones directas.

ABSTRACT. This paper is an attempt to explain and understand how Employment Relationships (ERs) work in organizations and why they may produce different employees’ reactions in terms of Organizational Citizenship Behavious (OCB) and Intentions to Remain (IR). A typology of ERs is proposed, considering perceptions about the Human Resource Management (HRM) system strength and Perceived Organizational Support (POS). We adopt a micro level of analysis, looking into organizations in two separated studies in service sectors (hospitality and financial services) and surveyed a sample of HRM managers and workers ́ representatives in both sectors. Cluster and ANOVA analyses are conducted and results confirm that both groups of actors disagree in their perceptions, but the cluster with the most positive perception about HRM system strength and POS also obtained the best results in terms of OCB, IR and the highest scores in each one of the AMO system dimensions.

ABSTRACT. This theoretical paper proposes a comprehensive multi-level framework for empirical studies that primarily intend to examine the relationship between human resource management (HRM) practices and HRM outcomes as perceived by employees themselves, focusing on the role of the perceived HRM system strength. This framework evaluates the moderating role of the strength of the HRM system proposed by Bowen and Ostroff, on the HRM practices-performance link and it hypothesizes that a strong HRM system will lead to a shared perception of the HRM practices among employees of the same organization and hence result in obtaining the desired organizational performance. This empirical study will be conducted utilizing a sample of Japanese and Mexican companies operating in the Mexican automotive industry and employing mostly Mexican nationals. HRM outcomes (affective organizational commitment, work engagement and job satisfaction) are linked to desired behavioural outcomes (motivation) as well as to undesired behavioural outcomes (turnover intention, and emotional exhaustion) and finally to the employee’s job performance. Our framework contributes to the understanding of the mediating processes in the perceived HRM practices-HRM outcomes relationship as well as the practical understanding of the perception that local workers have of foreign management practices.