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- Detetives e dragões: brincadeira, improviso e reminiscência com um grupo de mulheres mais velhas em PortugalPublication . Cardoso, Eduardo PradoEste artigo apresenta uma experiência realizada em Portugal, no âmbito do programa de solidariedade social Aproximar Oeiras, com um grupo de dez mulheres reformadas (aposentadas). Foram feitos jogos, improvisações e práticas de reminiscência que tiveram como objetivo o fortalecimento da expressão, da escuta ativa, da cooperação e do senso de comunidade. O trabalho foi fundamentado em reflexões críticas sobre a lógica neoliberal e produtivista que marginaliza as pessoas mais velhas, e por isso jogos de detetive e que exploraram fluxos de concentração mobilizaram a criatividade e o riso, ao mesmo tempo em que estimularam a consciência crítica e a escuta. A prática culminou em uma apresentação intergeracional para crianças de uma instituição local, em que as atrizes, transformadas também em dramaturgas, criaram uma narrativa natalina centrada em temas como solidão e comunhão, e o espetáculo reforçou a importância do encontro entre gerações e a valorização à multiplicidade de corpos, vozes e memórias presentes no envelhecer.
- Matemática e ação divina : uma aproximação a John PolkinghornePublication . Nifo, Duarte Peixeiro; Duque, João Manuel CorreiaScience and religion embody a desire common to all human beings, which constantly drives them to seek understanding: of the universe, of themselves, of others, but also of their relationship with the transcendent. Perhaps this is one of the reasons why these two areas came into being together, at least as far as Western civilization is concerned. Despite this, throughout history, science and religion have often coexisted in tension, if not in conflict. In this work, I seek to address this dialogue, as vast as it is enriching, from the specific theme of divine action. This theme will be preceded by a reflection on the ontological status of mathematics, on the relevance of its contribution to science and theology, and also on the possibility of considering a sacramental dimension of mathematics. In this journey, I am guided by the figure of John Polkinghorne, a renowned mathematician and theoretical physicist who became an Anglican priest: a scientist-theologian whose contribution to the rapprochement between science and religion is undeniable and who devoted much of his work to the theme of divine action. I pay special attention to the way the author reflects on divine action based on the intrinsic unpredictabilities revealed by quantum physics and chaos theory. The notion of kenotic creation emerges as a key concept in the author's thinking.
- A avaliação de desempenho como um fator decisivo no processo de retenção de talentosPublication . Adriano, Aguinaldo Pedro Adão; Ribeiro, Célia dos Prazeres; Sobral, Sandrina RamosIn an organizational scenario marked by a growing shortage of strategic skills, the intensification of professional mobility, and the need to consolidate management practices based on transparency and the appreciation of human capital, talent retention plays a crucial role in the sustainability of organizations. In this context, performance evaluation goes beyond its traditional control function, establishing itself as a strategic instrument capable of significantly influencing employee commitment and retention. Thus, this dissertation aims to understand the relationship between employees' perceptions of performance evaluation and talent retention in organizations, analyzing to what extent this process, when conducted fairly, transparently, and aligned with organizational and individual objectives, contributes to the intention to remain. The research followed a quantitative, descriptive, and correlational approach, applied to a nationally present food retail chain, not identified for confidentiality reasons. Data collection involved 60 employees from different roles and hierarchical levels, using a structured questionnaire that included scales of organizational justice, feedback, satisfaction with the evaluation process, and intention to remain. Statistical analysis included descriptive measures, Spearman and Pearson correlation coefficients, internal consistency tests (Cronbach's α), verification of normality and homogeneity assumptions, as well as mediation and moderation analyses, allowing for a rigorous assessment of the relationships between variables. The results revealed that the perception of organizational justice in the evaluation process is the most determining factor in the intention to remain, showing that clear criteria, procedural stability, and transparent communication favor organizational commitment. The research also demonstrated that the quality, clarity, and regularity of feedback significantly influence satisfaction with the evaluation process, strengthening trust between employee and organization. The transparency of the criteria and the alignment between actual performance and recognition emerge as critical dimensions for the credibility of the evaluation system. The moderation analysis confirmed that satisfaction with the evaluation process intensifies the impact of perceived performance on the intention to remain, reinforcing that employees who feel properly recognized demonstrate greater motivation and less predisposition to turnover. It was also found that the evaluation system is more effective when designed in a participatory way, allowing the employee to understand objectives, expectations, and areas for development. In short, the results confirm that performance evaluation, when oriented towards fairness, effective communication, and continuous development, constitutes a strategic instrument for talent retention. In addition to contributing to the national literature by empirically validating the relationship between organizational justice, feedback, satisfaction, and intention to remain, the study presents relevant practical implications, recommending the adoption of consistent, transparent, and integrated evaluation models in professional development policies. This evidence reinforces the need for organizations to implement continuous feedback systems, invest in the training of evaluators, and ensure coherence between individual and organizational objectives, thus consolidating sustainable human capital management practices.