Instituto de Gestão e das Organizações da Saúde
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Percorrer Instituto de Gestão e das Organizações da Saúde por Objetivos de Desenvolvimento Sustentável (ODS) "16:Paz, Justiça e Instituições Eficazes"
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- Analítica da cidadania e o serviço social na atualidade: da teoria à práticaPublication . Menezes, ManuelEmbora cientes da importância de que se revestem as abordagens teóricas da cidadania, que colocam a ênfase no processo evolutivo de consolidação da cidadania que se inicia nos direitos civis e «termina» nos direitos sociais, no presente ensaio, pretendemos explanar as abordagens que, embora não descurando a perspetiva anterior, defendem a necessidade do debate sobre a cidadania transitar para um nível mais concreto, de modo a considerar as estratégias facilitadoras da concretização efetiva dos direitos, estratégias essas, essenciais para um Serviço Social que se deseja promotor da cidadania ativa.
- 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.