IGOS - Dissertações de Mestrado / Master Dissertations
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- 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.
- Como o branding das marcas de camiões afeta a decisão do compradorPublication . Pinheiro, Rodrigo Furtado; Figueiredo, Vítor Manuel Pinto de; Passos, Clotilde Maria PaulinoNowadays, brand image is a crucial and impactful factor in the competitiveness of companies. It constitutes a fundamental strategic asset for companies, as it influences consumer perception, reinforces their identity in the market and contributes to the creation of value and loyalty of the target audience. The general objective of the study is to evaluate whether the brand image of trucks has an impact on the decision-making process of purchasing trucks by the transporter, as well as to understand the main factors that affect this decision. The research is based on a quantitative approach, the population under study are Portuguese companies that transport goods by land. The instrument used for data collection was the questionnaire survey. The results show that brand image and advertising investment, although they have some influence, are not the main factors in the decision to purchase trucks. Brand loyalty, when present, is associated with a greater willingness to pay premium prices, but this loyalty appears to be built on functional and operational factors rather than symbolic attributes. The study is exploratory and relevant in terms of the freight transport sector in Portugal, contributing useful information for businesspeople in the sector with learning about the habits and decision-making factors for purchasing new transport equipment in these companies.
- A importância da cultura organizacional na motivação dos colaboradoresPublication . Barboza, Raquel Amaral; Ribeiro, Célia dos Prazeres; Pereira, Paulo Jorge de AlmeidaA cultura organizacional constitui o conjunto de valores, crenças e princípios que orientam o comportamento e as práticas de uma organização, influenciando diretamente o seu funcionamento e o alcance do sucesso. A motivação dos colaboradores assume, por conseguinte, um papel determinante no desempenho das funções, na eficiência dos processos e na produtividade global. As organizações devem reconhecer que o capital humano representa um recurso estratégico essencial e que é através dos colaboradores que se concretizam os objetivos e metas organizacionais. A relação entre a cultura organizacional e a motivação dos colaboradores revela se, assim, de particular relevância, uma vez que o alinhamento entre os valores, as crenças e os objetivos de ambas as partes potenciam o compromisso e o desempenho organizacional. O presente estudo teve como objetivo compreender o impacto da cultura organizacional na motivação dos colaboradores. A investigação foi de caráter quantitativa, descritiva e correlacional, recorrendo à aplicação de um questionário a 205 colaboradores de uma empresa do setor farmacêutico. Os resultados da investigação demonstraram que uma cultura organizacional que privilegia a estruturação do trabalho, a comunicação interna, o reconhecimento e a valorização do colaborador promove níveis mais elevados de motivação e desempenho. Por outro lado, verificou-se que fatores estruturais e culturais podem gerar desigualdades na perceção de realização e envolvimento, principalmente em funções com menor autonomia e reconhecimento. Os dados que foram obtidos permitiram responder aos objetivos específicos sugerindo que a cultura organizacional constitui um fator determinante para a motivação e o desempenho dos colaboradores, sendo essencial que as organizações desenvolvam uma cultura positiva.
- Influência da IA nas empresas do setor financeiro em PortugalPublication . Lacerda, João Carlos Sobral da Silva Bandeira de; Ferreira, António José Mendes; Pereira, Paulo Jorge de AlmeidaThis dissertation examines the influence of Artificial Intelligence (AI) on companies in Portugal’s financial sector. Based on a survey of 57 firms, it assesses the adoption of different technologies (RPA, computer vision, GenAI, and fraud/AML detection) and their effects on efficiency, costs, risk, customer experience, and revenues. Five hypotheses were tested using several statistical procedures. Results show that perceived IT/data maturity, by itself, does not explain adoption; what best predicts adoption are concrete data-readiness actions, so H1 is partially supported. AI is used for fraud/AML detection and GenAI, whereas computer vision shows lower uptake; thus, H2 is partially supported. AI adoption is positively and significantly associated with risk management and revenues, but not within this sample, with efficiency, costs, or customer experience; hence, H3 is partially supported. Costs, skills shortages, and data/regulatory issues reduce adoption, confirming H4. Firm size does not affect AI adoption or its impact on outcomes (H5 not supported). Overall, AI shows positive impacts in Portugal’s financial sector.