Departamento de Gestão e Economia
Permanent URI for this community
Browse
Browsing Departamento de Gestão e Economia by Field of Science and Technology (FOS) "Ciências Sociais::Marketing e Estratégia"
Now showing 1 - 2 of 2
Results Per Page
Sort Options
- Uma análise dos fatores que condicionam a adoção de Mobile Health (mHealth)Publication . Martins, Nayra Leandro Miguel; Duarte, Paulo Alexandre de Oliveira; Pinho, José Carlos Martins Rodrigues deQuestões relacionadas à saúde sempre foram muito relevantes em todas as esferas da sociedade. Com a crescente utilização da Internet e de tecnologias móveis, este estudo se torna relevante uma vez que busca analisar os fatores que condicionam a adoção de Mobile Health (mHealth). Para isto, o modelo conceptual integra a Teoria Unificada de Aceitação e Uso da Tecnologia – Unified Theory of Acceptance and Use of Technology – UTAUT2, Condição de Saúde Percebida, e-Literacia em Saúde e Competência de Saúde Percebida. Para que se consiguisse responder às questões de investigação utilizou-se um questionário estruturado (escala de Likert de 7 pontos), aplicado online. A amostra se caracteriza como não probabilística, sendo constituída por jovens adultos portugueses e brasileiros. A investigação é quantitativa e os dados coletados foram analisados estatisticamente através dos softwares SPSS e SmartPLS3. Entre os resultados destaca-se o forte impacto da dimensão da UTAUT2 ‘Expectativa de Desempenho’ na adoção ao mHealth.
- Essays on Attitudes towards Gender Parity Initiatives and Organizational Citizenship BehaviorsPublication . Furtado, Julia Vasconcelos; Moreira, António Carrizo; Rodrigues, Ricardo José de Ascensão Gouveia; Mota, Jorge Humberto FernandesGender equality and empowerment of all women and girls, beyond a UN’s sustainable development goal (SDG 5), has become a fight for all generations (actual and futures), facing a controversial debate among authors, leaders, and organizations. Moreover, ways to achieve gender diversity within organizations, without compromising individual and organizational performance challenges managers and policy makers worldwide. Nevertheless, to the best of our knowledge, studies connecting corporate social responsibility (CSR), employee’s attitudes, organizational citizenship behavior (OCB), and job satisfaction (JS) are limited. Particularly analyzing employees’ attitudes and behaviors in different contexts—developing vs. developed countries, for instance. The novelty of this thesis lays in the scrutiny of such phenomena, investigating what influences employee’s attitudes towards gender parity initiatives and OCBs in three countries—Brazil, Canada, and Portugal. A sample of 2.425 observations was analyzed to investigate the antecedents of attitudes towards gender equity initiatives (AGPI) and its effect on Job Satisfaction (JS), also testing the influence of job satisfaction, organizational commitment, and CSR perceptions on OCBs. Our unit of analysis was the individual; hence, a convenience sample of public and private Higher Education Institutions (HEIs) employees had been used. The option to work with HEIs professors and researchers considered that such professionals represent the engine of social development and influence of future generations, either within their institutions or their area of expertise. A dual approach was adopted: (1) investigate the influence factors on attitudes towards gender parity initiatives, and (2) test different predictors of organizational citizenship behaviors. Findings indicated that despite in opposed directions, both social dominance orientation (SDO) and status threat (ST) influenced employees’ AGPI, being the former the most determinant within the three countries studied. Portuguese and Brazilian employees are less supportive of gender parity initiatives, when compared to Canadian. AGPI influence over job satisfaction, unfortunately, remains unexplained. Additionally, employees’ perceptions of CSR initiatives exerted a positive and statistically significant influenced on JS, while positively affecting organizational commitment (OC). Finally, CSR perceptions and OC were found to exert a positive influence on OCBs, being the preponderant variable among HEI employees from the three studied countries.