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Administrative Sciences
Special Issues
Innovation and Strategic Management for Human Resources Development
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Innovation and Strategic Management for Human Resources Development

A special issue of Administrative Sciences (ISSN 2076-3387). This special issue belongs to the section "Organizational Behavior".

Deadline for manuscript submissions: closed (31 July 2022) | Viewed by 23944

Special Issue Editors

Prof. Dr. Fernanda Nogueira

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Guest Editor
Higher Institute of Social and Political Sciences, University of Lisbon, 1649-004 Lisbon, Portugal
Interests: innovation; health sector
Prof. Dr. Sónia P. Gonçalves

E-Mail Website
Guest Editor
Centre for Administration and Public Policies (CAPP), Institute of Social and Political Sciences, Lisbon University (ISCSP-UL), Rua Almerindo Lessa, 1300-663 Lisbon, Portugal
Interests: human resources management; organizational behavior; occupational health
Special Issues, Collections and Topics in MDPI journals
Prof. Dr. João J. Ferreira

E-Mail Website
Guest Editor
Management and Economics Department and NECE—Research Unit, University of Beira Interior, 6201-001 Covilhã, Portugal
Interests: competitiveness; entrepreneurship; innovation; strategy; regional development
Special Issues, Collections and Topics in MDPI journals
Prof. Dr. João Marôco

E-Mail Website
Guest Editor
Research Unit of Psychology and Health, University Institute of Applied Psychology, 1100-304 Lisbon, Portugal
Interests: psychometric validation; occupational and environmental health; psychology and health
Dr. Isabel Marques

E-Mail Website
Guest Editor
Higher Institute of Social and Political Sciences, University of Lisbon, 1649-004 Lisbon, Portugal
Interests: productivity and performance improvement; health and safety at work; administrative reform from an HRM perspective;organizational change; process reengineering; health (implementation of health policies through people, reorganization of services and the respective adequacy of their human resources, implementation of change, the importance of leadership in patient safety and risk management).

Special Issue Information

Dear Colleages,

This Special Issue focuses on the protection of workers in their employment from the risks resulting from unhealthy conditions, on human resources and the dynamics of the relationships that develop between them, particularly through the dominant perspectives and assumptions of people management. The purpose is to explore and understand the conceptual contours that the dynamics of this relationship assumes. The relevance of the topic presented here results from the growing interest and investment that the fields of human resource management (HRM) and occupational health and safety management have been raising in both academia and the business sector. The result is a strategic relationship between occupational health and safety people management processes that, when aligned with organizational strategy, reveals the benefits of an integrative approach as a source of competitive advantage for organizations. The focus of this Special Issue is to address this apparent knowledge gap. We would like to include all aspects of research, especially multidisciplinary papers, that address the topic holistically that can enrich our knowledge on the above mentioned topics. Topics covered in this Special Issue include, though not limited to, the following possible topics:

  • Human Capital;
  • Leader-Member Relationship;
  • Person-Environment Adaptations;
  • Health and Safety as measures of worker well-being;
  • Working Conditions - diagnose to prevent and correct;
  • Positive connections between safety and sustainability;
  • Reconciliation between working conditions and social justice.

Prof. Dr. Fernanda Nogueira
Prof. Dr. Sónia P. Gonçalves
Prof. Dr. João J. Ferreira
Prof. Dr. João Marôco
Dr. Isabel Marques
Guest Editors

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as short communications are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a double-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Administrative Sciences is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • innovation
  • strategic management
  • human resources
  • sustainability
  • performance
  • quality of life/work
  • corporate social responsibility
  • digital transformation
  • quality
  • social interaction
  • gender equality
  • career development
  • stress
  • motivational factors
  • productivity, efficiency and competitiveness

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  • Greater discoverability: Special Issues support the reach and impact of scientific research. Articles in Special Issues are more discoverable and cited more frequently.
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  • External promotion: Articles in Special Issues are often promoted through the journal's social media, increasing their visibility.
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Further information on MDPI's Special Issue polices can be found here.

Published Papers (3 papers)

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Research

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18 pages, 376 KiB  
Article
Give Me Five: The Most Important Social Values for Well-Being at Work
by Reinaldo Sousa Santos and Eva Petiz Lousã
Adm. Sci. 2022, 12(3), 101; https://doi.org/10.3390/admsci12030101 - 11 Aug 2022
Cited by 11 | Viewed by 7302
Abstract
Social values are very important for well-being at work. This study investigates which and how social values affect well-being at work and contributes to the growing interest that the issue of quality of life at work has aroused in the areas of human [...] Read more.
Social values are very important for well-being at work. This study investigates which and how social values affect well-being at work and contributes to the growing interest that the issue of quality of life at work has aroused in the areas of human resources management (HRM). Semi-structured interviews were held with 21 active employees of a large Portuguese business group in the environmental sector. The study took place in two parts; first, in December 2018 and then two years after the start of the COVID-19 pandemic, in January 2022. Theories and concepts emerged from the thematic analysis and the subsequent consideration of the literature and emerging conceptual understanding. This qualitative interview study examines what employees expect from work experience about the behavior of leaders and supervisors as representatives of the formal structure of the organization and the behavior of co-workers as an expression of an ethical and positive work environment. The findings show the five social values most important for employee well-being: respect, trust, equity with no discrimination, help and gratitude. The knowledge of the social values with more impact on employee well-being constitutes very important information for human resource management and for the employees, themselves. Full article
(This article belongs to the Special Issue Innovation and Strategic Management for Human Resources Development)
15 pages, 538 KiB  
Article
The Impact of Leaders’ Coaching Skills on Employees’ Happiness and Turnover Intention
by Soraia Romão, Neuza Ribeiro, Daniel Roque Gomes and Sharda Singh
Adm. Sci. 2022, 12(3), 84; https://doi.org/10.3390/admsci12030084 - 18 Jul 2022
Cited by 18 | Viewed by 11880
Abstract
This study seeks to provide a more comprehensive understanding of how leaders with coaching skills can affect an individual’s turnover intention through the mediating role of happiness. The sample includes 271 individuals from diverse organizations. Based on a survey, employees assessed their leaders’ [...] Read more.
This study seeks to provide a more comprehensive understanding of how leaders with coaching skills can affect an individual’s turnover intention through the mediating role of happiness. The sample includes 271 individuals from diverse organizations. Based on a survey, employees assessed their leaders’ coaching skills and reported their own happiness and turnover intention. The findings demonstrate that leaders’ coaching skills have a negative impact on employees’ turnover intention and a positive impact on their happiness, with the latter mediating the relationship between the first two variables. Organizations should note that a leader’s coaching skills are useful not only for the employee’s happiness, but also for avoiding turnover intention; therefore, organizations should encourage leaders to integrate more coaching skills into their leadership styles. The identification of an employee’s happiness as a mediator of the relationship between a leader’s coaching skills and employees’ turnover intention is an original contribution, thereby extending previous research over these topics. Full article
(This article belongs to the Special Issue Innovation and Strategic Management for Human Resources Development)
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Review

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16 pages, 2214 KiB  
Review
Sandbox of Competence: A Conceptual Model for Assessing Professional Competence
by Alcides Luiz Neto, Luciano Ferreira da Silva and Renato Penha
Adm. Sci. 2022, 12(4), 182; https://doi.org/10.3390/admsci12040182 - 1 Dec 2022
Cited by 2 | Viewed by 3504
Abstract
This article aims to propose a conceptual model for evaluating the knowledge stage of a professional activity. Starting from an integrative literature review, a method that allows us to assess, criticize and synthesize empirical or theoretical knowledge, we explore the evolutions of the [...] Read more.
This article aims to propose a conceptual model for evaluating the knowledge stage of a professional activity. Starting from an integrative literature review, a method that allows us to assess, criticize and synthesize empirical or theoretical knowledge, we explore the evolutions of the model by Dreyfus and Dreyfus (1980). The collection and analysis process followed a six-stage process, starting from a guiding question and proceeding to a literature search, so that data collection and critical analysis of information could be carried out in a structured and codified way, enabling the discussion of results and, finally, the presentation of the review. As a result, we suggest a model capable of classifying a professional competence in accordance with the literature, through a model that considers practice, theoretical/technical knowledge, and attitude as axes for the evolution of learning. The suggested model contributes to the construction of a skills assessment instrument. Full article
(This article belongs to the Special Issue Innovation and Strategic Management for Human Resources Development)
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