Accreditations
The Master's has a two-year structure. In the first year, the study plan combines mandatory and elective curricular units. The second year is dedicated to the dissertation or project, supported by research seminars.
Programme Structure for 2024/2025
| Curricular Courses | Credits | |
|---|---|---|
| 1st Year | ||
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Organizational Behaviour
6.0 ECTS
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Statistics and Data Analysis
6.0 ECTS
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Human Resource Managements
6.0 ECTS
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Research Topics and Data in Economics
6.0 ECTS
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Labour Law and Industrial Relations
6.0 ECTS
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Personnel Economics
6.0 ECTS
|
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Qualitative Research Methods in Human Resources
6.0 ECTS
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Advanced Human Resources Management
6.0 ECTS
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2nd Cycle Internship
6.0 ECTS
|
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| 2nd Year | ||
|
Research Seminar in Human Resources Development Policies
6.0 ECTS
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Master Dissertation in Human Resources Development Policies
54.0 ECTS
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|
Project in Human Resources Development Policies
54.0 ECTS
|
Organizational Behaviour
The student that successfully completes this curricular unit will be able to:
LG1 -Explain the dynamics of political processes in organizations and to develop political management competency.
LG2 -Describe the main theories on leadership and identify its suitability to the group and organizational context.
LG3 -Explain the principal motivation models in organizations
LG4 -Describe and compare the concepts of organizational climate and organizational culture.
LG5 -Integrate the individual, group, and organizational level when analyzing organizations
CC1 Introduction
-Organizational behavior: concept, object, methods and levels of analysis
CC2 Module A - Power and organizational political behavior
-Conceptual and methodological aspects in the study of power
-Politics and the power strategic analysis
-Organizational political configurations
CC3 Module B - Leadership
-Conceptual and methodological aspects in the study of leadership
-Functionalist versus genetic approaches
-Conceptual frontiers and similar problems
CC4 Module C - Motivation
-Conceptual and methodological aspects in the study of motivation
-Theoretic motivational models
-Mobilizing models to the Professional practice
CC5 Module D - Organizational climate and culture
-Conceptual and methodological aspects in the study of climate and culture
-Approaches to climate and culture
-Typology models of climate and culture
The assessment throughout the semester comprehends two components: 1) work group assignment (50%) and 2) individual written test (50%). The group assignment grade is the average of the oral presentation (50%) and written report (50%). The assessment throughout the semester implies an attendance rate not below 2/3 of the classes. To obtain a passing grade the student must achieve a minimum of 8 points in both components and a total average of 10 points minimum.
The final evaluation comprehends a single instrument: an individual written exam (100%). The passing grade is achieved with a minimum of 10 points.
Title: Buchanan, D. & Badham, R. (2020). Power, politics and organizational change. Sage
Caetano, A., Neves, J. & Ferreira, J.M.C. (2020). Psicossociologia das organizações: Fundamentos e aplicações. Lisboa: Sílabo
Robbins, S. & Judge, T. (2018). The essentials of Organizational Behavior. 14ª ed., Harlow: Pearson.
Schedlitzki, D., Larsson, M., Carroll, B., Bligh, M., & Epitropaki, O. (2023). The SAGE handbook of leadership. Sage.
Authors:
Reference: null
Year:
Title: Ferris, G. & Treadway, D. (2017). Politics in organizations: Theory and research considerations. New York: Routledge.
Gagne, M. (2014). Oxford handbook of work engagement, motivation, and self-determination theory. Oxford University Press.
Neves, J.G. (2000). Clima organizacional, cultura organizacional e gestão de recursos humanos. Lisboa, RH Editora.
Ramalho, N. (2020). Poder e comportamento político. In A. Caetano. J. Neves, & J.M. -Ferreira (eds). Psicossociologia das Organizações: Fundamentos e aplicações, (413-433). Lisboa: Sílabo.
Ryan, R. & Deci. E. (2017). Self-determination theory. New York: Guilford.
Schneider, B. & Barbera, K. (2014). Oxford Handbook of Organizational climate and culture, Oxford: Oxford University Press.
Wesche, J. S., & Sonderegger, A. (2019). When computers take the lead: the automation of leadership. Computers in human Behavior, 101, 197-209.
Whetten & Cameron, K. (2023). Developing management skills (10 ed). Boston: Pearson.
Zhu, J., Song, L., Zhu, L., & Johnson, R. (2019). Visualizing the landscape and evolution of leadership research. Leadership Quarterly, 30(2), 215-232.
Authors:
Reference: null
Year:
Statistics and Data Analysis
At the end of this learning unit's term, the student must be able to:
1. Know and use the main concepts of statistics.
2. Know and use the main descriptive and inferential statistical methods.
3. Data analysis in SPSS.
1. Introduction to Statistics and Data Analysis.
2. Introduction to SPSS.
3. Descriptive statistics.
3.1 Univariate statistics.
3.2 Bivariate statistics.
4. Inferential statistics.
4.1 Point estimation. and Confidence Intervals
4.2 Parametric Hypothesis tests
4.3 Nonparametric Hypothesis tests
5. Case studies in SPSS.
Evaluation options, periodical: individual test (60%- min. grade 8) and a group coursework (40%-min. grade 10) or an exam (100%). Those with min. average grade of 10 will obtain approval. Who did not get the min. mark, or would like to improve it may undertake an examination at the end of 1º semester (100%). Whatever the situation, the minimum grade to pass is 10.
BibliographyTitle: Andy Field, Discovering statistics using IBM SPSS statistics., 2018, Sage,
João Marôco, Análise Estatística com o SPSS Statistics.: 7ª edição. ReportNumber, Lda., 2018, 7ª edição. ReportNumber, Lda.,
Authors:
Reference: null
Year:
Title: J. J.Castro Pinto, & J.J.Dias Curto, Estatística para Economia e Gestão, 2014, 3ª ed., Editora Sílabo, Lisboa.,
J.P.Coelho, L. M.Cunha & I. L.. Martins, Inferência estatística com utilização do SPSS e G* power., 2008, Edições Sílabo.,
Raul M. Laureano, Testes de Hipóteses com o SPSS, 2013, 2ª ed.,Editora Sílabo, Lisboa.,
Laureano, R., & Botelho, M. D. C., SPSS- O meu manual de consulta rápida, 2017, 3ª ed.Edições Sílabo, Lisboa,
Authors:
Reference: null
Year:
Human Resource Managements
1. To understand the the main dynamics associated with origin, change and effects of HR systems;
2. To understand the main critical aspects of attraction, selection, talent management and HR development;
3. To understand how performance management is related with the other main aspects of HR management including reward implementation;
4. To critically discuss the new challenges in HRM.
PC1. Introduction to HRM
- From Administrative to Strategic HRM
- HRM theories
PC2. Recruitment and Selection
- Job description and analysis
- Atraction, recruitment and selection
- Socialization and adjustment
PC3. Training and Development
- Training and Development
- Talent and career management
PC4. Performance and Reward Management
- Performance types and indicators
- Evaluation methods
- Strategies linking performance to rewards
- Definition of compensation policies
CP5. New Challenges in HRM
- Sustainability and green practices in HRM
- Digital transformation
1- Assessment throughout the semester consists of 2 moments: Group work (50%) + Individual work (50%).
Attendance (and punctuality) equal to or > 2/3 will be required.
2 - Assessment by exam
By not delivering one of the works, or less than 9 val. in the evaluation of any of the work or more than 1/3 of absenteeism will be excluded from the assessment throughout the semester.
The exam accounts for 100% of the final grade.
Title: Ferreira, A., et al. (2015). GRH para Gestores. RH Editora
Garavan, T., et al (2021). Training and organisational performance: A meta?analysis of temporal, institutional and organisational context moderators. Human Resource Management Journal, 31(1), 93-119.
Kirkpatrick, I., & Hoque, K. (2021). Human resource professionals and the adoption and effectiveness of high?performance work practices. Human Resource Management Journal.
Kroon, B. (2021). Evidence Based HRM: What (do) we know about people in workplaces. Open Press TiU
McDonnell, A., et al (2017). Talent management: a systematic review and future prospects. European Journal of International Management, 11(1), pp.86-128.
Noe, Hollenbeck, Gerhart, & Wright (2020). Human Resource Management: Gaining a Competitive Advantage. McGraw Hill
Wang, M., & Wanberg, C. R. (2017). 100 years of applied psychology research on individual careers: From career management to retirement. Journal of Applied Psychology, 102(3), 546-563
Authors:
Reference: null
Year:
Title: Blom, R., Kruyen, P., Van der Heidjen, & Thiel, S. (2018). One HRM Fits All? A Meta- Analysis of the Effects of HRM Practices in the Public, Semipublic, and Private Sector. Review of Public Personnel Administration , published online
Boxall, P. & Purcell (2016). Strategy and Human Resource Management. Palgrave.
Duarte, H. & Lopes, D. (2018) Career stages and occupations impacts on workers motivations. International Journal of Manpower, 39 (5), 746-763.
Cropanzano, R., Anthony, E., Daniels, S. & Hall A,. (2017). Social Exchange Theory: A Critical Review with Theoretical Remedies. Academy of Management Annals 11(1), 479-516.
Katou, A. A., et al (2021). Line manager implementation and employee HR attributions mediating mechanisms in the HRM system?Organizational performance relationship: A multilevel and multipath study. Human Resource Management Journal, 31(3), 775-795.
Iqbal, M. Z., Akbar, S. & Budhwar, P. (2015), Effectiveness of Performance Appraisal. International Journal of Management Reviews, 17: 510-533.
Jiang K. & Messersmith J. (2017): On the shoulders of giants: a meta- review of strategic human resource management, The International Journal of Human Resource Management, Published online
Marin-Garcia, J. & Tomas, J. (2016). Deconstructing AMO framework: A systematic review. OmniaScience 12 (4), 1040-1087.
O'Connor, E.P. & Crowley-Henry, M. (2017) Exploring the Relationship Between Exclusive Talent Management, Perceived Organizational Justice and Employee Engagement: Bridging the Literature. Journal of Business Ethics , Published online.
Saridakis, George & Lai, Yanqing & Cooper, Cary. (2016). Exploring the relationship between HRM and firm performance: A meta-analysis of longitudinal studies. Human Resource Management Review. Published online
Authors:
Reference: null
Year:
Research Topics and Data in Economics
1. Identify recent economic topics and potential research areas related to employment and human resources
2. Understand the research specificities related to employment and Human Resources
3. Select bibliographical references and the main leading journals
4. Critically examine a scientific paper
5. Understand the specific nature of a scientific paper
6. Distinguish data source according to the topic under study
7. Understand the main differences between the quantitative methodologies and the qualitative methodologies
8. Design a research proposal
1.Components of a scientific paper
2.Research and exploration of scientific papers related to topics on employment and human resources
3. Research and exploration of other bibliographical references related to topics on employment and human resources
4. Exploration of national and international databases
5. Research methodologies: quantitative approaches and qualitative approaches
6. Research outline and design of a research proposal
Assessment Throughout the Semestre:
Test: 50%
Work (Group or Individual): 50%
Minimum score of 8 points on both Test and Work.
Approval requires an average equal to ou higher than 9,5 points
Assessment through Exam:
Exam (First Season) or Exam (Second Season): 100%
Approval requires an average equal to ou higher than 9,5 points
Title: Day, R.A. e Gastel, B. (2006), How to Write and Publish a Scientific Paper, Cambridge, Cambridge University Press, 6th Edition.
Mukhopadhyay, S. e Gupta, R.K. (2014), Survey of Qualitative Research Methodology in Strategy Research and Implication for Indian Researchers, Vision: The Journal of Business Perspective, 18 (2): 109-123.
Onwuegbuzie, A.J. e Leech, N.L. (2005), On Becoming a Pragmatic Researcher: The Importance of Combining Quantitative and Qualitative Research Methodologies, International Journal of Social Research Methodology, 8 (5): 375-387.
Punch, K.F. (2006), Developing Effective Research Proposals, London, SAGE, 2nd Edition.
Quivy, R. e Campenhoudt, L.V. (2005), Manual de Investigação em Ciências Sociais, Lisboa, Gradiva.
White, L. (2005), Writes of Passage: Writing an Empirical Journal Article, Journal of Marriage and Family, 67 (4): 791-798.
Authors:
Reference: null
Year:
Title: Não aplicável.
Authors:
Reference: null
Year:
Labour Law and Industrial Relations
At the end of this learning unit?s term, the student must be able to:
1. Know the object and scope of labour law proceedings application.
2. Identify, interpret and apply labour law focused in human resource management.
3. Conclude a labour agreement in its many aspects, using the allowed legal flexibilities.
4. Identify the best way for suspending and/or end a labour agreement.
5. Support a collective bargaining process, comparing and building its content in an ethic way and clearly communicate his/hers choices to social partners.
6. Elect the appropriate way of solving conflicts related to collective labour agreements.
1. Object and scope of Labour Law.
2. The labour agreement as key to Labour Law practice and as recruitment instrument of the company.
3. Sort of work demanded to the employee.
4. Workplace.
5. Working time regulations in management.
6. Payment statements in the company.
7. The biggest discontinuities of effective work.
8. The downsizing instruments.
9. Collective labour events.
10. Collective labour negotiation
11.Collective labour conflicts management
Regular Season,
Students who opt for assessment throughout the semester will have to:
a) - Attend 2/3 of the classes and participate in the discutions of practical cases analysed in class - 20% in the final grade;
b) One mini-test -20% in the final grade;
c) One final written assessment test -the score must be at least 8 points and correspond to 60% in the final grade.
The score must be at least 10 points in order to get approval.
Second season exam:
- If they had not made the exam in the first season or if they did not achieve a minimum grade in the first season.
- In order to improve the final grade.
Title: António Monteiro Fernandes, "A lei e as greves: Comentários a dezasseis artigos do Código do Trabalho", Coimbra Almedina, 2013.
António Monteiro Fernandes, "Direito do Trabalho", 21º Edição, 2022, Coimbra Almedina
Código do Trabalho atualizado (não anotado) à escolha do aluno
Authors:
Reference: null
Year:
Personnel Economics
At the end of this UC students should:
LG1 To understand the main theoretical models used to describe the functioning of the LM, in particular the mechanisms that explain the quantity and quality of employment and unemployment
LG2 To know and use the concepts and indicators needed for the study of LM
LG3 To describe the main dynamics in the Portuguese LM
LG4 To criticically assess the main theoretical models, showing their advantages and limitations and exploring their relations with the empirical evidence
LG5 To analyse the key contemporary challenges
1. Employment and unemployment: concepts and recent trends
CP1 - Concepts and indicators of employment and unemployment
CP2 - Recent trends on employment and unemployment
2. Employment and unemployment: theoretical frameworks
CP3 - The Neoclassical model of the labour market and its aplications
CP4 - The Keynesian model: Employment and growth
3. The institutionalist perspective on employment and labour market
CP5 - Internal labor markets and labour market segmentation
4. The challenges of the digital and the ecological transitions
CP6 - Effects of digitalization and the ecological transition on employment, work and inequalities
Assessment throughout the semester: Mark = [Test]*60% +[presentation and discussion in classroom]*40%
A theme for the presentation is given to the students, who must collect and analyze literature references.
There is a minimum mark of eight (8) for the exam.
Assessment by exam: The students may also choose the final exam (100%)
Title: 1. Caderno de textos com extractos dos seguintes manuais:
- Borjas, George (2010, 5ª ed): Labor Economics, MacGraw-Hill, Boston.
- Smith Stephen (2003, 2ª ed): Labour Economics, Routledge, London.
2. Lopes, Helena (2019): Apontamentos Módulo1. (Disponível no e-learning).
3. MTSS (2016): Livro Branco das Relações Laborais, Lisboa, MTSS.
4. Banco de Portugal (2015): O mercado de trabalho português e a grande recessão, in Boletim Económico, Lisboa-Banco de Portugal, pp.77-100
Helena Lopes e João Ceejeira (coord.), Economia do Trabalho - Mercados e Instituições, 2023, Almedina,
Authors:
Reference: null
Year:
Title: - Autor, D. (2022): The labor market impacts of technological change, NBER Working-Paper 30074.
- Carvalho da Silva, M; Hespanha, P.; Caldas, J (ed) (2017): Trabalho e polìticas de emprego, Oservatório das Crises e Alternativas, Coimbra:CES.
- Centeno Mário (2013): O trabalho - Uma visão de mercado, Lisboa: Fundação Francisco Manuel dos Santos.
- European Commission: (2019): Employment and social developments in Europe Report ? 2019; Office for official publications of the European Communities, Luxembourg.
- Lopes, H. (2020): Financialisation, work and labour relations, in Santos A. and Teles, N., Financialisation in the European periphery, London: Routledge pp. 85-102.
- Lopes, H..; Lagoa, S.; Santos, A. (2019): Work conditions and financial difficulties in post-crisis Europe: Utility versus quality of working life, Economic and Labour Relations Review, 30 (1): 39-58.
- Ribeiro Mendes, Fernando (2011): Segurança Social: O futuro hipotecado, Lisboa: Fundação Francisco Manuel dos Santos.
- Santos Bob and Fernandes Sofia (2015): Internal devaluation and unemployment: the case of Portugal, Policy Paper 154, Jacques Delors Institute
Sites Internet :
- http://europa.eu.int; http://epp.eurostat.cec.eu.int; www.gep.mtss.gov.pt; www.oecd.org; www.ine.pt; www.bportugal.pt; www.ilo.org/lisbon
Authors:
Reference: null
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Qualitative Research Methods in Human Resources
Students who successfully complete this course will be able to:
OA1- Understand and identify the limits and potential of a variety of qualitative research methods.
OA2- Identify different collection strategies and different treatment methods of qualitative data.
OA3 - Plan and execute interviews and content analysis.
PC1- Characteristics of qualitative methodologies in scientific research
PC2- Qualitative methods of data collection: individual and group interviews, focus groups, document analysis
PC3- Qualitative methods of data analysis
PC4- Quality and reporting of qualitative studies
Assessment throughout the semester:
- Group Assignment: 40%.
- Individual test: 60%. For approval, the minimum grade required in the individual test is 8 points.
Assessment by exam:
- Exam: 100%
Title: Saunders, M., Lewis, P. & Thornill, A. (2019). Research methods for business students. Upper Saddle River: Prentice Hall.
Rousseau, D. & Barends, E. (2011). Becoming an evidence -based HR practitioner. Human Resource Management Journal, 21 (3), 221-235.
Lincoln,Y.S., & Guba, E.G. (1985). Naturalistic Inquiry. Newbury Park: Sage.
Flick, U. (2018). Designing qualitative research. Sage.
Flick, U. (2018). An introduction to qualitative research. sage.
Flick, U. (2005). Métodos Qualitativos na Investigação Científica. Lisboa: Monitor.
Creswell, J. W., & Creswell, J. D. (2021). Projeto de pesquisa-: Métodos qualitativo, quantitativo e misto. Penso Editora.
Cassell, C., Cunliffe, A. L., & Grandy, G. (Eds.). (2018). The SAGE handbook of qualitative business and management research methods. Sage.
Bauer, M.W., & Gaskell, G. (Eds) (2000). Qualitative researching with text, image and sound. London: Sage.
Anderson, V. (2009/2019). Research Methods in Human Resource Management. London: CIPD.
Authors:
Reference: null
Year:
Title: Vala, J. (1986). Análise de conteúdo. In Silva, A. A. & Pinto, J. M. (Eds.). Metodologia das Ciências Sociais (pp. 101-128). Porto: Afrontamento.
Leedy, P. D., & Ormrod, J. E. (2020). Practical research: Planning and design. Pearson. One Lake Street, Upper Saddle River, New Jersey 07458.
Krippendorff, K. (2011). Computing Krippendorff's Alpha-Reliability. Retrieved from https://repository.upenn.edu/asc_papers/43
Krippendorff, K. (2004/2018). Content analysis: an introduction to its methodology. Thousand Oaks: Sage.
Ghiglione, R. & Matalon, B. (1992). O Inquérito. Teoria e Prática. Oeiras: Celta Editora.
Denzin, N.K., & Lincoln, Y.S. (2006). O planejamento da pesquisa qualitativa: teorias e abordagens (2ª ed.). Porto Alegre: Artmed
Cassell, C., & Symon, G. (Eds). (2004). Essential Guide to Qualitative Methods in Organizational Research: a Practical Guide. London: Sage
Authors:
Reference: null
Year:
Advanced Human Resources Management
At the end of the course, each student should be able to:
LG1 - To explain the contemporary nature of HRM and its expression at the policy and practice level
LG2 - To sustain, on the basis of extant knowledge, the strategic importance of HRM in creating value
LG3 - To comprehend the challenges placed to HRM by modernity
CP1. Trends in HRM
CP2. An integrated view of HR
CP2.1 From administrative to strategic approach
CP2.2 Measuring the ROI of HR
CP3. Challenges of modernity
CP3.1. HRM and new organizational forms
CP3.2. Diversity management
CP3.3. Work - non work balance
CP3.4. HRM and technology
The assessment throughout the semester
comprehends 2 components: 1) work group assignment with written report an class debate (50%) and 2) individual written case study (50%). The assessment throughout the semester implies an attendance rate not below 2/3 of the classes. To obtain a passing grade the student must achieve a minimum of 8 points in both components and a total average of 10 points minimum.
The final evaluation comprehends a single instrument: an individual written exam (100%). The passing grade is achieved with a minimum of 10 points.
Title: Armstrong, M. & Taylor S. (2020). Armstrong?s Handbook of Human Resource Management Practice (15th ed.). Kogan Page.
Boxall, P. & Purcell, J. (2008). Strategy and human resource management. Hampshire: Palgrave Macmillan.
Brewster, C., Sparrow, P., Vernon, G. & Houldsworth, E. (2016). International Human Resource Management (4 ed.), Londres: CIPD.
Beardwell, J. & Thompson, A. (2017). Human Resource Management: A Contemporary Approach (8ª ed.). Harlow: Pearson.
Triana, M. D. C., Gu, P., Chapa, O., Richard, O., & Colella, A. (2021). Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions. Human Resource Management, 60(1), 145-204.
Zhou, Y., Cheng, Y., Zou, Y., & Liu, G. (2021). e-HRM: A meta-analysis of the antecedents, consequences, and cross-national moderators. Human Resource Management Review, 100862.
Authors:
Reference: null
Year:
Title: CP1. Tendências na GRH
Cleveland, J. N., Byrne, Z. S., & Cavanagh, T. M. (2015). The future of HR is RH: Respect for humanity at work. Human Resource Management Review, 25 (2), 146-161.
Cohen, D. J. (2015). HR past, present and future: A call for consistent practices and a focus on competencies. Human Resource Management Review, 25(2), 205-215.
Conly, S. (2013). Against autonomy: justifying coercive paternalism. Cambridge: Cambridge University Press.
Larsen, H. & Brewster, C. (2003). Line management responsibility for HRM: what is happening in Europe?", Employee Relations, 25 (3), 228 ? 244.
Marchington, M. (2015). Human resource management (HRM): Too busy looking up to see where it is going longer term?. Human Resource Management Review, 25 (2), 176-187.
Schmidt, A. T., & Engelen, B. (2020). The ethics of nudging: An overview. Philosophy Compass. https://doi.org/10.1111/phc3.12658
Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25 (2), 139-145.
Ulrich, D., & Dulebohn, J. H. (2015). Are we there yet? What's next for HR?. Human Resource Management Review, 25 (2), 188-204.
Venema, T., & van Gestel, L. (2021). Nudging in the Workplace: Facilitating desirable behaviour by changing the environment. In R. Appel-Meulenbroek, & V. Danivska (Eds.), A Handbook of Theories on Designing Alignment between People and the Office Environment (pp. 222-235). Routledge.
Warren, R. (1999). Against paternalism in HRM. Business ethics: a European Review, 8 (1), 50-59.
Whicker, L.M & Andrews, K. M. (2004). HRM in the Knowledge Economy: Realising the Potential, Asia Pacific Journal of Human Resources, 42 (2), 156 ? 165.
CP2. Uma visão integrada de RH
Beatty, R. W., Huselid, M. A., & Schneier, C. E. (2003). New HR Metrics:: Scoring on the Business Scorecard. Organizational Dynamics, 32(2), 107-121.
Colakoglu, S., Lepak, D. P., & Hong, Y. (2006). Measuring HRM effectiveness: Considering multiple stakeholders in a global context. Human Resource Management Review, 16(2), 209-218.
Fitz-enz, J. (2009). Predicting people: from metrics to analytics. Employment Relations Today, 36(3), 1-11.
Jiang, K., & Messersmith, J. (2018). On the shoulders of giants: A meta-review of strategic human resource management. The International Journal of Human Resource Management, 29(1), 6-33.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55 (6), 1264-1294.
Lengnick-Hall, M. L., Lengnick-Hall, C. A., Andrade, L. S., & Drake, B. (2009). Strategic human resource management: The evolution of the field. Human Resource Management Review, 19(2), 64-85.
Paauwe, J., & Boon, C. (2019). Strategic HRM: A critical review. In D. Collings, G. Wood, & L. Szamosi (Eds). Human resource management: A critical approach (p. 49-73). London: Routledge.
Phillips, J., & Phillips, P. (2004). The business case for ROI: Measuring the return on investment in human resources. ROI Institute.
Posthuma, R. A., Campion, M. C., Masimova, M., & Campion, M. A. (2013). A high performance work practices taxonomy integrating the literature and directing future research. Journal of Management, DOI: 0149206313478184.
Rogelberg, S. G., Shanock, L. R., & Scott, C. W. (2011). Wasted time and money in meetings: Increasing return on investment. Small Group Research, DOI: 1046496411429170.
Russ-Eft, D., & Preskill, H. (2005). In search of the holy grail: Return on investment evaluation in human resource development. Advances in Developing Human Resources, 7(1), 71-85.
Stavrou, E., Brewster, C. & Charalambous, C. (2010) Human resource management and firm performance in Europe through the lens of business systems: best fit, best practice or both?, The International Journal of Human Resource Management, 21 (7), 933-962.
CP3. Desafios da modernidade
Allen, T. D., Herst, D. E. L., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5(2), 278?308.
Baruch, Y. (2000). Teleworking: benefits and pitfalls as perceived by professionals and managers. New Technology, Work and Employment, 15(1), 34-49.
Brewster, C., Sparrow, P., & Harris, H. (2005). Towards a new model of globalizing HRM. The International Journal of Human Resource Management, 16(6), 949-970.
Burmeister, A., van der Heijden, B., Yang, J., & Deller, J. (2018). Knowledge transfer in age?diverse coworker dyads in China and Germany: How and when do age?inclusive human resource practices have an effect?. Human Resource Management Journal, 28(4), 605-620.
Buyens, D., Van Dijk, H., Dewilde, T., & De Vos, A. (2009). The aging workforce: perceptions of career ending. Journal of managerial psychology, 24(2), 102-117.
Cascio, W. F. (2005). Strategies for responsible restructuring. The Academy of Management Executive, 19(4), 39-50.
Cheema, H. (2012). Best cross?cultural training practices for North American and European expatriates in China: a Delphi study. Journal of Psychological Issues in Organizational Culture, 3(3), 20-47.
Clark, S. C. (2000). Work/family border theory: A new theory of work/family balance. Human Relations, 53(6), 747-770.
Cohen, A. M. (2011). Four scenarios for co-working. The Futurist, 45(4), 8.
Delanoeije, J., Verbruggen, M., & Germeys, L. (2019). Boundary role transitions: A day-to-day approach to explain the effects of home-based telework on work-to-home conflict and home-to-work conflict. Human Relations, 72(12), 1843-1868.
Demerouti, E., Derks, D., Lieke, L., & Bakker, A. B. (2014). New ways of working: Impact on working conditions, work?family balance, and well-being. In The impact of ICT on quality of working life (pp. 123-141). Springer Netherlands.
Gajjar, T., & Okumus, F. (2018). Diversity management: What are the leading hospitality and tourism companies reporting?. Journal of Hospitality Marketing & Management, 27(8), 905-925.
Gandini, A. (2015). The rise of coworking spaces: A literature review. Ephemera, 15(1), 193.
Glikson, E., & Woolley, A. W. (2020). Human trust in artificial intelligence: Review of empirical research. Academy of Management Annals, 14(2), 627-660.
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Huemann, M., Keegan, A., & Turner, J. R. (2007). Human resource management in the project-oriented company: A review. International Journal of Project Management, 25(3), 315-323.
Kellogg, K. C., Valentine, M. A., & Christin, A. (2020). Algorithms at work: The new contested terrain of control. Academy of Management Annals, 14(1), 366-410.
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Lee, H. J. (2017). Thinking style across cultures: an interview with Richard Nisbett. Cross Cultural & Strategic Management, 24(1), 99-104.
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2nd Cycle Internship
Research Seminar in Human Resources Development Policies
Competencies to be acquired or developed :
- Knowledge and understanding of the nature of scientific activity;
- Knowledge and understanding of how scientific research should be developed and scientific articles built;
- Knowledge and understanding of what a master degree dissertation consist in;
- Ability to formulate hypothesis and theories that might explain different types of phenomena;
- Ability to use empirical data to test the validity of hypothesis and theories;
- Ability to construct sound arguments in terms of the theoretical basis, the logical chain and the empirical facts that support them and to convey them to different types of audiences;
- Ability to develop studies and personal research with a high degree of autonomy;
- Ability and motivation to life-long learning.
1. Methodology of a scientific research
Presentation of the main phases of a scientific research work and of the various research strategies and the respective theoretical, methodological and technical demands
2. Methodology of a scientific research
Examples
3. The demands of academic and masters dissertation writing
4. Course dissertation workshops: presentation and discussion of the students dissertation projects
Students will submit a research proposal of 3,000 words until January. The last version must have a mark of 10 or more in order for the student to be allowed to proceed to the dissertation.
Final grade = [research proposal grade, given by the course coordinator in accordance with the dissertation director]*80%+[Grade given by the course coordinator to the oral presentation of the research proposal at the seminars]*20
Title: - Goldschmidt, G., & Matthews, B. (2022). Formulating design research questions: A framework. Design Studies, 78, 101062.
- Gomes, J. e F. Cesário (2014): Investigação em gestão de recursos humanos - Um guia de boas práticas, Lisboa: Escolar Editora.
- Gauthier, Benoit (2003), Investigação social - da problemática à análise de dados, Loures: Lusociência.
- Punch, F. Keith. (2008). Developing effective research proposals, Sage Publications.
- Quivy, R. e Van Campenhoudt, L. (2008), Manual de investigação em ciências sociais, Lisboa: Gradiva (2ª edição original: 1995).
Quivy, R. e Van Campenhoudt, L., Manual de investigação em ciências sociais, 2008, Lisboa: Gradiva (2ª edição original: 1995).,
Punch, F. Keith, Developing effective research proposals, 2008, Sage Publications,
Gauthier, Benoit, Investigação social - da problemática à análise de dados, 2003, Loures: Lusociência.,
Goldschmidt, G., & Matthews, B, Formulating design research questions: A framework., 2022, Design Studies, 78, 101062,
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Title: -
Gomes, J. e F. Cesário, Investigação em gestão de recursos humanos - Um guia de boas práticas, 2014, Lisboa: Escolar Editora,
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Master Dissertation in Human Resources Development Policies
In order to successfully complete this subject, the student should be able to:
OA1.Identify, select and examine theoretical references for the topic to be studied
OA2.Identify and design a research topic
OA3.Establish an appropriate theoretical framework
OA4.Design the empirical strategy and explain the methodological options
OA5.Suggest and implement the empirical analysis using appropriate tools
OA6.Write and present the research outcomes
OA7.Discuss and develop arguments on strengthens and weaknesses of the research
Given the nature of this unit, it is hardly possible to define programmatic contents with specific topics. Basically, the subject attempts the use of acquired skills in order to successfully complete the master thesis. Accordingly, it focuses on some particular topics:
1.General structure of the master thesis
2.Writing the theoretical framework and research issues
3.Link between research hypothesis, methodology and empirical strategy
4.Writing the empirical evidence
5.Link between theoretical framework and empirical analysis
6.Discussion of findings and concluding remarks
7.Preparation for public defence of the master thesis
This Curricular Unit does not have its own assessment system. Assessment consists of the submission of the master's thesis, which must be defended in public examinations where the theoretical and technical components, the empirical study, the form of the written work and the public presentation and defense will be assessed.
BibliographyTitle: Day, R.A. and Gastel, B. (2006) How to Write and Publish a Scientific Paper, Cambridge, Cambridge University Press, 6th Edition.
Punch, K. F. (2009) Developing Effective Research Proposals, SAGE Publications.
Quivy, Raymond, e Campenhoudt, L.V. (2005) Manual de Investigação nas Ciências Sociais, Lisboa, Gradiva.
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Title: Revistas especializadas em Economia dos Recursos Humanos enas várias áreas disciplinares que consituem a Gestão dos Recursos Humanos.
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Recommended optative
Optional courses will only be held if they achieve a minimum number of enrolments.
1st semester
01017 | Skill Planning and Developing (ECSH | Econ)
2nd semester
M8679 | Organizational Change and Human Resource (ECSH | Psi)
Objectives
This Master's is aimed at employees who intend to enhance their knowledge and skills in the domains of Economics and Human Resources Management. Nevertheless, due to the recent changes to the higher education system, the Master's has attracted younger workers and graduates who seek for a broader specialisation in the area of human resources.
- Update and increase the knowledge and amount of efficient tools of human resources planning and development;
- Connect employment public policies and human resources management;
- Approach current topics regarding employment and human resources.