Helio Arthur Reis Irigaray (Mest Executivo em Gestão Empresarial / FGV/EBAPE - Fundação Getulio Vargas - Escola Brasileira de Administração Pública e de Empresas)
Milka Alves Correia Barbosa (FEAC / Universidade Federal de Alagoas) - (PPGDides / Universidade Federal do Vale do São Francisco)
Anelise Rebelato Mozzato (Programa de Pós-Graduação em Administração - PPGAdm/FEAC / UPF - Universidade de Passo Fundo) - (Programa de Pós-Graduação em Envelhecimento Humano / UPF - Universidade de Passo Fundo)
Jefferson Rodrigues Pereira (Programa de Mestrado Acadêmico / Centro Universitário Unihorizontes)
Ludmila de Vasconcelos Machado Guimaraes: (Prog de Pós-Grad em Admin - PPGA / CEFET-MG - Centro Federal de Educação Tecnológica de Minas Gerais) - (Centro de Pós-Grad e Pesquisas em Admin – CEPEAD / UFMG - Universidade Federal de Minas Gerais)
Renato Koch Colomby: (Programa de Pós-Graduação em Ambientes Saudáveis e Sustentáveis / IFPR - Campus Palmas) - (PROFNIT - Mestrado Profissional em Propriedade Intelectual e Transferência de Tecnologia para a Inovação / IFPR - Campus Curitiba)
Sérgio Henrique Barroca Costa: (Programa de Pós-Graduação em Administração - PPGADM / UFG - Universidade Federal de Goiás)
This theme proposes an interdisciplinary debate on the complex interactions between Work, Organizations, and Subjectivity, from a non-functionalist perspective, highlighting ontological, epistemological, theoretical, and methodological approaches that are not driven by managerialism.
In this view, work is a structuring element in the construction of identity and the biopsychosocial health of workers, also being a field of social relations where organizational practices and discourses shape and are shaped by economic, ideological, and institutional dynamics. Organizations reflect these interactions both in the subjective experiences of individuals and in macro-social processes, requiring a deeper understanding of the possible intersections in the Work-Organizations-Subjectivity triad.
To this end, theoretical and empirical works that broadly and critically address the following guiding themes are welcomed, without being limited exclusively to them:
The Polysemy of Work, its Meanings and Significance – Work, in its multiple dimensions, goes beyond a mere occupation, constituting identities and social ties. Research that understands work as a complex arena where pleasure, suffering, identity, and power intertwine is encouraged, reflecting the tensions of modern life and possibilities for social and personal transformation.
Work Clinics, Subjectivity, and Organizations – From the perspective of Work Clinics, the technical-instrumental rationality and paradoxical injunctions are confronted, proposing individual, collective, organizational, and political alternatives that promote changes in organizational practices and worker emancipation. Beyond this lens, further analysis of subjectivities co-produced in and through each worker's daily experiences is encouraged.
Health and Illness in the Workplace – The violence related to work, whether visible or not, impacts individuals, organizations, and society, highlighting the need for research that exposes issues such as exploitation, precariousness, discrimination, moral and sexual harassment, suicide, accidents, and illness. These can be extreme forms of existential harm, reflecting unequal power dynamics within organizations.
Liliane Magalhaes Girardin Pimentel Furtado: (Instituto COPPEAD de Admin – COPPEAD / UFRJ - Universidade Federal do Rio de Janeiro)
Tatiana Iwai: (Prog de Mestr Prof em Admin / Insper - Instituto de Ensino e Pesquisa)
Danilo Andretta: (Mestrado e Doutorado em Administração de Empresas - FGV/EAESP / FGV/EAESP - Fundação Getulio Vargas - Escola de Administração de Empresas de São Paulo)
This theme "Organizational Behavior" aims to provide an inclusive space for discussion among researchers who study individual and group behavior within the organizational context, from various epistemological, theoretical, and methodological perspectives. The theme primarily focuses on investigating elements associated with behaviors and outcomes within and across the individual, interpersonal, group, and organizational levels of analysis. It is therefore open to traditional topics in the field, such as:
In addition to these well-established topics, the theme welcomes and encourages submissions on emerging topics in organizational behavior, such as the impact of artificial intelligence on organizational behavior; people analytics; employee well-being; new work arrangements; virtuality and its impacts on workers; among others. Papers that fall under the domain of Organizational Behavior and are not covered by other themes within the GPR division are also welcome in this theme.
Anderson de Souza Sant Anna: (Mestrado Profissional em Gestão para a Competitividade - MPGC - FGV/EAESP / FGV/EAESP - Fundação Getulio Vargas - Escola de Administração de Empresas de São Paulo)
Juliana Mansur: (Programas de Mestrado e Doutorado / FDC - Fundação Dom Cabral) - (Prog de MestrProf em Admin: Gestão Contemporânea das Organizações / FDC - Fundação Dom Cabral)
Fernanda Versiani de Rezende: (Graduação Administração / FGV/EAESP - Fundação Getulio Vargas - Escola de Administração de Empresas de São Paulo)
Over the past three decades, especially since the 2000s, the field of Leadership research has experienced significant growth, with substantial advances in both theories and practices. Traditionally, leadership involved the ability to direct, align, and mobilize people. However, the phenomenon of leadership is increasingly recognized as multifaceted and adaptive, particularly in the face of major social, organizational, and environmental challenges and transformations. Since the turn of the century, more dynamic, relational, and distributed approaches have emerged, shifting the focus from the sole figure of the leader to a broader understanding of leadership as a collective, horizontal, and interdependent phenomenon. Today, the importance of different loci of leadership is acknowledged, along with the relevance of the interactions between leadership, power, and cultural, organizational, and digital contexts. Given the growing complexity of global scenarios, it is imperative that Leadership research keeps pace with these transformations and offers new theoretical and methodological lenses to understand their impact on various spheres - societal, organizational, and individual. In this context, the theme “Leadership: Theory, Practice, and Development” seeks to foster a robust and pluralistic space for debate, open to both established approaches and emerging critical perspectives. One encourages the exploration of new frontiers in theoretical and empirical research, with a focus on contemporary and future challenges. Additionally, the theme welcomes interdisciplinary perspectives that integrate concepts from psychology, psychoanalysis, sociology, philosophy, economics, and other related fields, engaging with the complexity of leadership in contemporary contexts. Methodological contributions that explore new forms of investigation, such as digital methods, simulations, and network analysis, are especially welcome.vv
Darcy Mitiko Mori Hanashiro: (Programa de Pós-Graduação em Administração de Empresas - PPGA / Mackenzie - Universidade Presbiteriana Mackenzie)
Lucia Barbosa de Oliveira: (Mest Executivo em Gestão Empresarial / FGV/EBAPE - Fundação Getulio Vargas - Escola Brasileira de Administração Pública e de Empresas)
MAYARA ANDRESA PIRES DA SILVA: (ADMINISTRAÇÃO / UPE - Universidade de Pernambuco) - (Prog de Mestr Prof em Gestão Pública e Desenvolvimento do Nordeste - MGP/CCSA / UFPE - Universidade Federal de Pernambuco)
The global labor force is aging at an unprecedented rate. In Brazil, the latest census revealed a reduction in the proportion of young people, while the population over 65 is growing. At the same time, workers who are considered older, even if not elderly, face prejudice and discrimination in the workplace. Ageing, understood as a heterogeneous process, involves individual experiences that cut across other identity dimensions, such as class, gender, sexual orientation and race.
In the organizational context, employers increasingly need to accommodate different generations, which brings new challenges and tensions as well as opportunities for intergenerational collaboration. Therefore, understanding the different needs, expectations, and motivations of the various generations is urgent in order to promote healthy intergenerational coexistence. In this sense, the difficulties experienced by young people in entering the labor market, as well as the barriers faced by mature workers, highlight the need for strategies that favor their integration and mutual development.
With the digital transformation, the use and acceptance of new technologies represent both challenges and opportunities for adapting older workers to new ways of working, who are often stereotyped as resistant to change. In addition, the preparation and transition to retirement are critical stages, requiring adequate planning and support to ensure successful adaptation and continuity of work activities.
We hope the proposed theme promotes relevant contemporary reflections from different ontological, epistemological, and methodological perspectives, contributing to advancing knowledge in the field.
To this end, we suggest some themes to enrich the debate:
Jair Nascimento Santos: (Programa de Pós-Graduação em Administração – PPGA / UNIFACS - Universidade Salvador) - (Administração / UNEB)
Diego Costa Mendes: (Programa de Pós-Graduação em Administração - PPGAdm / UFV - Universidade Federal de Viçosa) - (Mestrado Profissional em Administração Pública - PROFIAP / UFV - Universidade Federal de Viçosa)
Elisabeth Cavalcante dos Santos: (Programa de Pós-Graduação em Gestão, Inovação e Consumo – PPGIC / UFPE - Universidade Federal de Pernambuco)
We understand that studies on diversity in the workplace, in dialogue with the social and historical realities of the Global South, should inaugurate a movement of decolonization of organizational discourses and practices.
This movement implies shifting the focus from normative and instrumental approaches to diversity management—American, Eurocentric, and corporate—towards an insurgent perspective that questions the colonial, capitalist, and heteropatriarchal foundations that underpin contemporary inequalities in labor relations, policies, and practices of public, private, or third-sector organizations.
We question practices of diversity, cosmetic and media-driven inclusion that rarely address structural issues such as access to resources (financial and intellectual) or the historical complicity with institutions that uncritically maintain exclusionary models.
Experiences of exclusion and silencing often manifest themselves through symbolic and material practices of marginalization and violence, perpetrated by a Human Resources Management system that recognizes itself in coloniality and, consequently, perpetuates cycles of inequality, harassment, and invisibility.
However, it is in this same context that decolonial insurgent movements emerge, based on collective action marked by differences, which begin to challenge Human Resources Management policies, practices, and processes by demanding recognition, reparation, and redistribution. These movements drive a reconfiguration of the field of organizational diversity, transforming it into an effective space for liberation and transformation in labor relations.
This theme will welcome empirical, theoretical, and technological works grounded in plural ontologies and epistemologies, especially those rooted in local knowledge and perspectives from the Global South, encompassing: gender, race, ethnicity, skin color, culture, religion, age, aesthetics, corporeality, neurodiversity, sexual orientation, geographic origin, social class, hierarchical position, and other social markers of difference.
Renan Gomes de Moura: (Prgrama de Pós-Graduação em Humanidades, Culturas e Artes - PPGHCA / UNIGRANRIO - Universidade do Grande Rio) - (Prog. de Pós-Grad. em Admin/Esc. de Ciências Sociais Aplicadas - PPGA/ECSA / UNIGRANRIO - Universidade do Grande Rio)
Sergio Eduardo de Pinho Velho Wanderley: (Mest Executivo em Gestão Empresarial / FGV/EBAPE - Fundação Getulio Vargas - Escola Brasileira de Administração Pública e de Empresas)
Débora Vargas Ferreira Costa: (Programa de Pós-Graduação em Administração - PPGA/FACC/CMAA / UFJF - Universidade Federal de Juiz de Fora) - (Curso de Mestr Prof em Gest e Estrat/Prog de Pós-Grad em Gest e Est/Inst de Ciênc Soc Aplic - MPGE/PPGE/ICSA / UFRRJ - Universidade Federal Rural do Rio de Janeiro)
The Human Resources (HR) sector in organizations is traditionally divided into subsystems such as Provision (recruitment and selection), Application (employee allocation), Maintenance (benefits and satisfaction), Development (training and growth), and Monitoring (performance). However, critics argue that HR acts as an extension of capitalism, perpetuating inequalities and exclusions both within and outside organizations. These practices, often seen as neutral or beneficial to employees, may in fact reinforce a system that prioritizes profit over human dignity. There is a growing need to discuss how organizational policies affect labor relations globally. For example, certifications like "Great Place to Work" normalize asymmetric labor relations in different contexts. Additionally, revisiting the history of labor movements is essential to understand forms of resistance to the advance of capitalism. In times of remote work, new worker associations are emerging, while traditional movements, such as those of Amazon and Walmart employees in the U.S. and university professors in England, demonstrate that workers' capacity for organization and resistance remains strong.
Empirical and theoretical works using different onto-epistemological and methodological perspectives are welcome. Topics of interest include, but are not limited to:
- Labor relations and capitalism
- History of labor movements and trade unions
- Critical analysis of HR subsystems
- Human Resources, work, and social inequality
- New methodological approaches in people management and labor relations
- Inclusion of minorities in the labor market
- Critique of diversity management
- Algorithmic racism and HR practices
Heliani Berlato: (Prog de Pós-Grad em Admin/Esc Sup de Agricultura “Luiz de Queiroz” - PPGA/ESALQ / USP - Universidade de São Paulo) - (USP / USP)
Ana Heloisa da Costa Lemos: (Mestr e Dout em Admin de Empresas/IAG-A Esc de Negócios da PUC-Rio – IAG / PUC-Rio - Pontifícia Universidade Católica do Rio de Janeiro)
Talking about gender equality and social justice is essential, especially when related to people management and workplace relations. In the organizational context, the growing awareness of structural inequalities, gender-based violence, and the invisibility of marginalized groups reinforces the importance of revisiting people management practices, integrating feminist and intersectional debates to create more just and inclusive work environments.
Historically, feminism has played a crucial role in the fight for women’s rights and gender minorities, especially in the labor market. However, the movement has evolved over time, expanding its agendas to include intersectional issues — that is, considering not only gender but also other social markers such as race, class, and sexual orientation, which impact experiences and opportunities in the workplace. For people management, this approach enhances the ability to understand how different forms of oppression affect individuals and requires solutions that address these needs.
The topic becomes increasingly relevant as social movements around the world question patriarchal norms and seek to promote equity in workplace relations. Contemporary feminist struggles are no longer limited to political and economic issues; they also cover topics such as gender-based violence in the workplace, the need for greater representation of women and marginalized groups in leadership positions, the promotion of inclusive organizational education, and the deconstruction of traditional roles that perpetuate gender inequalities.
Reflecting on gender and feminism in people management is essential to promoting an inclusive and just organizational culture. This involves not only creating policies and driving cultural changes but also implementing practices that ensure equity of opportunity, regardless of identity and experience. In this way, people management can be a transformative agent in building work environments that reflect the values of social justice and equality, which are fundamental for organizational advancement in an increasingly diverse world.
Andrea Poleto Oltramari: (Prog de Pós-Grad em Admin/Esc de Admin – PPGA/EA / UFRGS - Universidade Federal do Rio Grande do Sul) - (SOCIUS / Instituto Superior de Economia e Gestão, Universidade de Lisboa (ISEG/UL))
Aline Chima Komino: (Programa de Pós-Graduação em Administração - PPA / UEM - Universidade Estadual de Maringá)
Filipe Augusto Silveira de Souza: (Programa de Mestrado Profissional em Administração - MPA - FGV/EAESP / FGV/EAESP - Fundação Getulio Vargas - Escola de Administração de Empresas de São Paulo)
With globalization, academic mobility and the internationalization of research programs have been encouraged. For some authors, the focus should no longer be on preventing brain drain, but rather on promoting brain circulation (CARNEIRO et al., 2022; Murphy and Pacher, 2022; Khan and Oghenetega, 2021), a flow in which these skilled professionals contribute to both the country of origin and the destination country, forming research networks that transcend geographic borders. For researchers, the opportunity to experience an international setting can be important for their career development, but this experience also involves significant challenges. Previous studies, such as those by Malheiros and Padilla (2014), França and Oliveira (2021), and Tonelli, Oltramari, and Casaca (2021), have shown that the labor market integration of immigrants presents various facets especially when considering the barriers to labor market entry and the marks of coloniality prevalent among former colonies (Oltramari, Rainho, and Oliveira, 2022). The proposal now submitted continues and seeks to consolidate studies that specifically address the scientific diaspora, knowledge workers, Brazilian ethnic entrepreneurs, and that at this moment produce robust texts for academic debate, currently spatially allocated at ENANPAD.
Theoretical and empirical works covering the following topics will be welcomed: - Scientific Diasporas; - Knowledge workers in transit; - Human mobility; - Internal displacement and extreme climatic contexts; - International migration; - Brazilian emigration; - Barriers to mobility; - Gender and Migration; - Careers and international migration; - Mental health, migration, and colonialities.
Simone Costa Nunes: (Programa de Pós-Graduação em Administração – PPGA / PUC Minas - Pontifícia Universidade Católica de Minas Gerais)
Felipe Gouvêa Pena: (Curso de Mestr Acadêmico em Admin - CMAA / FNH - Centro Universitário Unihorizontes) - (UNA / UNIBH)
Amalia Raquel Pérez Nebra: (Prog de Pós-Grad em Admin – PPGA / UnB - Universidade de Brasília) - (Recursos Humanos / Universitat de Zaragoza)
In the contemporary context of greater international movement, in which there is greater mobility of professionals, international human resources management is present. People management practices have three axes: performance-oriented, well-being-oriented and green practices. These practices are influenced by supra-organizational aspects such as local policies, culture, mergers, acquisitions, etc. As such, they have impacts on the individual, on leadership, in the area of people management and on organizations. As non-exhaustive examples, we can think of the need for criteria for choosing who will be sent abroad in order to meet knowledge transfer demands; how an expatriate's family should participate in the international transfer process; among others. These are just some of the challenges that the human resources area faces in internationalization and professional transfer processes. Therefore, the following themes are suggested:
Janaina Maria Bueno: (Programa de Pós-Graduação em Administração - PPGAdm / UFU - Universidade Federal de Uberlândia) - (Programa de Pós-Graduação em Gestão Organizacional - Mestrado Profissional / UFU - Universidade Federal de Uberlândia)
Vanessa Amaral Prestes: (Programa de Pós-Graduação em Memória Social e Bens Culturais (PPGMSBC) / Universidade La Salle)
We propose to discuss the (i)mobility(s) related to work experienced by people and organizations in contemporary times. We live in the age of mobility (CRESSWELL, 2024; HAAS; CASTLES; MILLER, 2020), although structures and contexts produce stratifications and attributes that limit/expand movements. Although people and organizations experience international mobility, crossing borders for business, voluntarily and intentionally, the existence of power disputes, economic and climate crises pushes people into forced geographical displacement (BURNETT et al., 2021).
Climate change and environmental degradation are increasingly present globally, in migration and displacement, new terms and discourses are emerging to describe migrations resulting from environmental changes in territories (UNHCR, 2023), which require thinking about the power dynamics involved, and the material (housing, shelters) and immaterial (memories, territories) infrastructures of these (i)mobilities (HIRAIDE, 2023; ADEY et al., 2024).
The weakening of “digital borders”, driven by automation and artificial intelligence, has been changing ways of working and the life-work relationship. Links are becoming more fluid, with geographical and technological immobility coexisting (EVANSLUONG; KARAYIANNI, 2023), highlighting social (i)mobility in the digital territory of work.
Social (i)mobilities at work also reveal the intensification of inequalities (CRESSWELL; DOROW; ROSEMAN, 2016) in access to higher education, formal employment and income distribution, leading to precariousness, flexibilization and the creation of new forms of resistance.
We welcome theoretical and empirical research, with various epistemological approaches, from the following perspectives:
Geographical and Environmental (I)mobility - (Self)Expatriation. Global executives. Academic/cultural/religious mobility. Brain circulation. Ecological displacement. Refuge. Climate refuge. Internal, economic and environmental migrants.
Technological (I)mobility - Virtual migration and digital nomadism. Teleworking, hybrid work, remote work and home office. Automation and Artificial Intelligence. Multilocality. Platformization. Flexibility and job insecurity. Digital inclusion/exclusion. Mental health.
Social (I)mobility - Social spaces of circulation. Territories. Infrastructures. Memory. Resistance and resilience. Professional insertion and transition. Intersectionality (class/ethnicity/race/generation/gender/sexuality).
Ivan Beck Ckagnazaroff: (Centro de Pós-Grad e Pesquisas em Admin – CEPEAD / UFMG - Universidade Federal de Minas Gerais)
Kamila Pagel de Oliveira: (Mestr em Admin Pública / FJP - Fundação João Pinheiro)
Lilian Bambirra de Assis: (Prog de Pós-Grad em Admin - PPGA / CEFET-MG - Centro Federal de Educação Tecnológica de Minas Gerais)
People management in public institutions has the challenge of supporting the attraction, selection, development, careers, performance management, incentives and engagement of its professionals to achieve good resultsand allow the improvement of the quality of public policies. People constitute intangible assets in this process of change and modernization in the public sector and, therefore, a new conception of people management policies and practices based on innovative and flexible models is required, which achieve efficiency, effectiveness and organizational effectiveness.
On the other hand, public administrations experience dilemmas that persist, with the public service coexisting with two extremes in people management: structure and traditional management models with challenges that demand innovative solutions. According to Longo (2007), no matter how important legal changes are, organizational restructuring and technological modernization are not enough to change the functioning of public organizations, requiring strategic and purposeful action in the area of people management on its different fronts. of performance.
We talk about public administration, but it is known that the organizational, regional and federal level realities are different, coexisting with public organizations that have more advanced people management models and others that are more archaic. Furthermore, contemporary issues such as diversity in people management, teleworking and leadership development demand new management strategies that generate public value. This space aims to discuss opportunities for improving people management policies and practices, share people management policies and practices being implemented in public organizations and debate how public organizations can organize themselves to make the area more strategic and resolving the challenges that persist in public administration.
Andrea Leite Rodrigues: (Prog de Pós-Grad em Gestão de Políticas Públicas/Escola de Artes, Ciências e Humanidades - EACH / USP - Universidade de São Paulo) - (Prog de Pós-Grad em Admin/Esc Sup de Agricultura “Luiz de Queiroz” - PPGA/ESALQ / USP - Universidade de São Paulo)
Victor Cláudio Paradela Ferreira: (Programa de Pós-Graduação em Administração - PPGA/FACC/CMAA / UFJF - Universidade Federal de Juiz de Fora)
Diva Ester Okazaki Rowe: (Núcleo de Pós-Grad em Admin – NPGA / UFBA - Universidade Federal da Bahia)
Considered a central activity that structures individuals' lives, work began to acquire different meanings in times of precariousness and new types of employment relationships. Given this scenario, it is necessary to expand and update the research agenda on how the meanings and meanings that work has assumed in contemporary times
The theme proposed here thus seeks to contemplate dialogues, based on different ontologies and epistemologies, about the challenges of People Management in the current context, the meaning of work, social identities (visible or invisible) and organizational contexts (structures, processes, practices and policies of organizations), also considering the specificities of Brazil, analyzed in our own investigations, as well as in comparative studies.
Examples of possible topics for submission are: People Management Models; Trends in People Management in contemporary organizations; Meaning of work and identities; Investigations into the social representation of work; Relationships between meanings of work, stigma, morality and ethics; Theoretical studies that propose expansion of existing discussions and/or connections with other concepts or theoretical currents; Empirical studies focusing on local, regional and intercultural experiences; Studies on the theoretical/epistemological foundations of research on People Management policies and the meaning of work in Brazil and abroad.
Arnaldo José França Mazzei Nogueira: (Mestr Prof em Empreendedorismo - MPE/FEA / USP - Universidade de São Paulo)
Rodrigo Bombonati de Souza Moraes: (PROFIAP - Programa de Mestrado Profissional em Administração Pública / UFG - Universidade Federal de Goiás)
Carlos Roberto Domingues: (PPGGO - Programa de Pós-Graduação em Gestão Organizacional - Mestrado Profissional / UFU - Universidade Federal de Uberlândia)
The transformations in work, resulting from technological changes, organizational innovations and workforce shifts, challenge labor relations (LRs) in all their dimensions. Their effects require research on working conditions, collective bargaining, unions-companies, flexibilization and (de)regulation, as well as theoretical and empirical, qualitative and quantitative studies at the global (supranational and workforce mobility), macro (social-labor legislation and public policies), meso (economic and public sectors) and micro (organizational and workplace) levels. There is a need to examine existing changes and continuities, new models of organization and people management in their impacts on employment relations (ELRs) and psychosocial well-being. New technologies, organizational innovations and restructuring in industry, services and commerce introduce and reflect a context of labor and organizational flexibility. The Internet of Things (IoT), Artificial Intelligence (AI), Industry 4.0 and new technological configurations, uberization, the gig economy, displacement and workforce mobility impact occupations and the labor market, challenging contemporary labor relations. The analysis of the current dynamics of LRs and their complexity requires diverse, multidisciplinary, critical and innovative analytical lenses, from Marxist to institutionalist approaches. We invite the academic community to submit articles on this theme, in Brazil and other countries, both in the private and public sectors.
Kely Cesar Martins de Paiva: (Centro de Pós-Grad e Pesquisas em Admin – CEPEAD / UFMG - Universidade Federal de Minas Gerais)
Silas Dias Mendes Costa: (Mestrado Profissional em Administração Pública - PROFIAP / UFRR - Universidade Federal de Roraima)
Sónia P. Gonçalves: (Instituto Superior de Ciências Sociais e Políticas da Universidade de Lisboa / ISCSP)
Human resource management (HRM) has developed significantly over the last few decades, adapting to socioeconomic and cultural changes in different regions, where the pathwayss of such adaptations are varied and peculiar. This research topic aims to explore these “evolutionary” pathways, the practices and management processes related to the area of HRM, in international, national and local contexts, since organizations react differently based on the spaces they occupy and the relationships they develop with the various social actors with whom they deal. This is true in the private, public and third sectors, each with its own specificities, especially in Brazil.
In this sense, the dilemmas and paradoxes experienced by managers, at the most diverse hierarchical levels and functions, have direct implications for day-to-day management and these adaptive processes, whether to reinforce standards or to lead changes in strategic directions. Thus, the processes involved in competency management can be applied to traditional HRM models and techniques at the various levels at which they occur and are subject to analysis and intervention, i.e. multilevel, organizational, team, and individual.
The analysis of functionalist and critical approaches, especially in the context of developing countries, such as those in Latin America, provides a basis for understanding how HRM practices can be optimized to better meet local cultural and economic specificities; on the other hand, they can also be used to address asymmetrical labor relations, with regard to conflict mediation processes, at their various interfaces.
Considering the above, this theme embraces possibilities for reflection (empirical research, theoretical essays, meta-studies, etc.) that focus on one or more topics among those mentioned above.
Fabiano Larentis: (Mestr e Dout em Admin / UCS - Universidade de Caxias do Sul)
Marina de Almeida Cruz: (Curso de Mestr Acadêmico em Admin - CMAA / FNH - Centro Universitário Unihorizontes)
Luana Folchini da Costa: (Mestrado e Doutorado em Administração / Universidade de Caxias do Sul (UCS))
Knowledge and learning are social and cultural phenomena, not just cognitive ones, which refers us to their processual natures concerning practices and knowing, as they involve collective activities situated in work practices, in a management landscape that is distributed, fragmented, and continuous (Gherardi; Miele, 2018). Thus, there is a need for research in the field of organizational learning that considers processes in light of social interactions, using a variety of methods (Elkjaer, 2022; Nogueira; Odelius, 2015).
Similarly, due to its complex and interdisciplinary nature, there should be an emphasis on the multilevel analysis of organizational learning. This considers the individual, group, organizational, and interorganizational levels, aware that learning is socially referenced, recognizing that the boundaries of the levels of analysis are not clear-cut (Ananda et al., 2021; Nogueira; Odelius, 2015). On the other hand, the integration between processes and routines of knowledge management, organizational learning, and people management
practices can contribute to the development of organizational capabilities, such as dynamic capabilities and absorptive capacity (Kianto et al., 2017). Such capabilities can be developed, for example, through training and development practices related to the identification, acquisition, assimilation, transformation, application, sharing, and reuse of knowledge (Martínez-Sánchez et al., 2020). Due to the transversal nature of the themes of Organizational Learning and Knowledge Management, their importance is emphasized within the field of People Management and Labor Relations. Thus, within the scope of this theme are aspects such as spaces and support for learning, formal and informal learning processes, learning at the individual, group, organizational, and interorganizational levels, practice-based studies and knowing, sociomaterial aspects, knowledge management processes and structure, organizational unlearning, and inter-generational learning, as well as relationships with innovation, innovativeness, entrepreneurship, organizational capabilities, and organizational culture.
Adriana Cristina Ferreira Caldana: (Programa de Pós-Graduação em Administração de Organizações - PPGAO / FEA-RP/USP - Faculdade de Economia, Administração e Contabilidade de Ribeirão Preto - Universidade de São Paulo) - (MBA USP ESALq / USP - Universidade de São Paulo)
João Henrique Paulino Pires Eustachio: (Research Centre - FTZ-NK / Hamburg University of Applied Sciences) - (Programa de Pós-Graduação em Administração de Organizações - PPGAO / FEA-RP/USP - Faculdade de Economia, Administração e Contabilidade de Ribeirão Preto - Universidade de São Paulo)
Caroline Krüger: (Professora na Especialização em Gestão Pública / Instituto Federal de Santa Catarina (IFSC)) - (Professora na MBA Gestão Estratégica de Pessoas e Organizações Sustentáveis / Fundação para Pesquisa e Desenvolvimento da Administração, Contabilidade e Economia (Fundace))
In a global context of collective crises resulting from environmental disasters, wars, hunger, and social inequality, it becomes relevant to develop people to deal with complex situations and urgent sustainability challenges (Redman & Wiek, 2021), as well as to find ways to promote behavioral changes focused on creating a sustainable future (I5 PRME, 2023). In this context, Education for Sustainable Development (ESD) is essential (Mochizuki & Fadeeva, 2010) because it helps people become change agents in the environments where they act and live (Caldana et al., 2021; Sroufe et al., 2015). To contribute to this field, this theme aims to investigate ESD at the curricular, instrumental, and institutional levels in the context of people management from a humanistic, holistic, critical, and transformative perspective. To this end, research on this topic focuses on: (i) studies that contribute to the theme or incorporate questions regarding competencies for sustainability (Krüger et al., 2024; UNESCO, 2020), given that they constitute a holistic and interconnected arrangement of knowledge, skills, values, behaviors, and practices for sustainable development (SD) in institutions (Wiek, Withycombe, & Redman, 2011; Redman & Wiek, 2021); (ii) research that addresses innovative processes and participatory learning methodologies with a focus on training and motivation regarding the aspects for SD (Cebrián, Palau, & Mogas, 2020; I5 PRME, 2023; UNESCO, 2020); and (iii) research that approach the responsible leaders' development and training, besides the leadership in the context of sustainability, that is, the leadership that supports innovation in sustainability and inspires action towards an SD-oriented world (Eustachio et al., 2023; Sroufe et al., 2015).
ANPAD - National Association of Graduate Studies and Research in Administration uses cookies on its portal to control navigation on the website and generate statistical information, which are only stored on a temporary basis to improve the user experience. By using our services, you consent to such monitoring.