Papers by Francisco Cesário

Sustainability
Based on the intersection between Sustainable Development Goal (SDG) 4 “Quality Education” and SD... more Based on the intersection between Sustainable Development Goal (SDG) 4 “Quality Education” and SDG 8 “Decent Work and Economic Growth”, the main purpose of this study, framed by the self-determination theory, was to identify the relationship between the factors that motivate students to pursue a career in the hospitality and tourism industry and their commitment to the university and to their program, guaranteeing a more sustainable career. Methodologically, a survey was used to assess students’ perceptions about their commitment to conclude their BA academic program and their time at university, and to identify the types of motivation to pursue a future career in hospitality and tourism. The study took place, with the participation of 305 students, in one of the leading Portugal universities in hospitality and tourism. By leveraging the structural equation modelling technique, we tested how extrinsic and intrinsic motivations for a career in the hospitality and tourism industry con...
King Arthur's Lessons for Leadership and Superior Performance—From Screen to Real Life
Journal of Leadership Studies

A entrevista de seleção é um dos métodos de eleição na seleção de colaboradores para uma organiza... more A entrevista de seleção é um dos métodos de eleição na seleção de colaboradores para uma organização (Bourdage et al., 2020). O objetivo do candidato é aumentar a sua probabilidade de ser o selecionado para a oferta de emprego a que se candidata, destacando-se dos demais que estão na mesma situação. Para isso, muitas vezes é utilizada a Gestão de Impressões com a finalidade de conseguir transparecer uma certa imagem ao entrevistador, que seja considerada como a melhor, pelo candidato (Bill et al., 2020). A gestão de impressões pode ter uma natureza honesta ou enganosa, sendo que o presente trabalho centrar-se-á na vertente enganosa. Apesar da pertinência e implicações práticas da adoção de comportamentos enganosos em contexto de entrevista de seleção, verifica-se ainda uma necessidade de estudos que compreendam a relação destes comportamentos com fatores contextuais e a sua eficácia. Neste seguimento, emergem as seguintes questões de investigação: "Será que a intenção de um can...
Ao longo dos anos, a Liderança tem sido alvo de um elevado número de estudos no seio da comunidad... more Ao longo dos anos, a Liderança tem sido alvo de um elevado número de estudos no seio da comunidade científica numa tentativa de se compreender quais os traços de personalidade, comportamentos e estilos de liderança estão associados a uma liderança positiva e eficaz (Schmidt, 2008). No entanto, existe uma carência de estudos que se foquem sobre a vertente negativa deste tema, bem como sobre a sua natureza e as suas consequências (Schmidt. 2008). Torna-se assim imprescindível compreender quais as estratégias comportamentais intencionais e deliberadas que os colaboradores tendem a adotar quando são liderados por líderes tóxicos.
Mensagens pró-ambientais em anúncios de recrutamento e a intenção de candidatura
A sustentabilidade ambiental é, atualmente, um conceito com cada vez mais importância na forma co... more A sustentabilidade ambiental é, atualmente, um conceito com cada vez mais importância na forma como as organizações pensam e delineiam as suas culturas, práticas e estratégias de negócio, com vista a atraírem os talentos que procuram. Contudo, existe alguma escassez de estudos cujo foco recaia sobre esta variável, nomeadamente sobre o impacto que a presença de mensagens pró-ambientais, em anúncios de recrutamento, tem na atração à organização e nas intenções de candidatura de potenciais colaboradores. É nesse sentido que a presente investigação tem o propósito de entender se empresas que divulgam anúncios com informações respeitantes à cultura sustentável e preocupações ecológicas são percecionadas como mais atrativas e se geram, por isso, maior volume de candidaturas.
Conferência - Investigação e Intervenção em Recursos Humanos, Oct 20, 2021
Conferência - Investigação e Intervenção em Recursos Humanos, Oct 20, 2021
Social Sciences, 2022
The main objective of this study was to analyze the mediating effect of perceived employability (... more The main objective of this study was to analyze the mediating effect of perceived employability (internal and external) and the organizational commitment in the relationship between the organizational practices of competencies development (OPCD) and the turnover intentions. The sample consists of 2099 participants, all of them working in organizations based in Portuguese territory. The existence of a significant and negative effect of the OPCD, of perceived internal employability and the organizational commitment in the turnover intentions, has been proven. There was also a significant and positive effect of perceived external employability on turnover intentions. Finally, the serial mediating effect of perceived employability and organizational commitment in the relationship between OPCD and turnover intentions was proven.

Sustainability, 2022
Environmental sustainability is a concept with increasing importance in the way organizations thi... more Environmental sustainability is a concept with increasing importance in the way organizations think and outline their cultures, practices, and business strategies to become more attractive. In this sense, the present study aims to understand whether organizations that publish job advertisements regarding sustainable culture and ecological concerns are perceived as more attractive and generate higher intentions to apply. A quantitative study was made with a sample comprising 443 participants. The results suggested that job advertisements with pro-environmental messages generate a higher organizational attractiveness. In addition, organizational attractiveness does not mediate the relationship between the type of advertisement (green vs. non-green) and intentions to apply. Additionally, the results suggested that individuals with greater individual environmental responsibility and intentions of pro-environmental behavior have a greater intention to apply, facing green job advertisemen...
Organizational Commitment as a reducer of Turnover Intentions: which component (affective, calculative and normative) is the best predictor?
Academia Letters, 2021

European Journal of Management Studies, 2020
Purpose This study aims to explore the serial mediation effect of perceived internal employabilit... more Purpose This study aims to explore the serial mediation effect of perceived internal employability and affective commitment in the relationship between the organisational practices of competences development and turnover intentions. Design/methodology/approach The methodology was quantitative and is based on a survey with a sample of 313 participants, all of whom were employed in several organisations located in Portugal. Findings A significant and negative effect of organisational practices of competences development, perceived internal employability and affective commitment on turnover intentions was verified. A total serial mediation effect was also found from perceived internal employability and affective commitment in the relationship between organisational practices of competences development (i.e., training, individualised support and functional rotation) and turnover intentions. Practical implications These practices should be developed by leaders of organisations in order t...
European Journal of Management Studies, 2018
The European Journal of Management Studies is a publication of ISEG, Universidade de Lisboa. The ... more The European Journal of Management Studies is a publication of ISEG, Universidade de Lisboa. The mission of EJMS is to significantly influence the domain of management studies by publishing innovative research articles. EJMS aspires to provide a platform for thought leadership and outreach.

Knowledge and Process Management, 2017
The need for a strong organizational commitment and a high work engagement have been frequently l... more The need for a strong organizational commitment and a high work engagement have been frequently labelled by organization as critical success factors to achieve higher performance. But are they in fact related to employee performance? And if so, do they have the same strength and intensity as performance predictors? In this study, we used a Work Engagement Scale, commitment scale and employee performance measured through an almost real performance measure, where employees were asked to indicate the latest year's performance appraisal rating reported by their manager. Data analysed (N = 274 workers) first confirmed the existence of a positive relation between performance and effective commitment, normative commitment and work engagement with engagement showing a stronger association. Second, only work engagement was relevant to explain employee performance because commitment did not present significant predictor strength. An important implication of this study is that employers should assume the relevance of developing adequate and challenging work conditions, human resources practices and atmosphere so that employees can increase their passion for the work they are doing. Company leaders should self-address some related questions raised from this study: are some employees in the company engaged with their work but not committed to the organization? Committed to stay with the company but not engaged with their work?

The search for flexible practices of human resources management comes playing an important role f... more The search for flexible practices of human resources management comes playing an important role for the strategic organizational development and specially in contexts of deep economic and financial crisis like the present one in Portugal, with an increasing unemployment and a generalized climate of job insecurity. This study tries to examine if perception of employability by employees moderates the relationship between flexible forms of hiring, such as temporary work, and job attitudes like affective commitment and job satisfaction. Results suggest the moderating role of employability for workers under direct contract with the organization but this interaction has not been pointed for workers with an temporary work contract with Employment Agencies. keywords Employability, commitment, job satisfaction, temporary employment. Resumo A busca por práticas flexíveis da gestão dos recursos humanos vem desempenhando um papel importante para o desenvolvimento estratégico das organizações e, em particular, nos contextos da profunda crise econômica e financeira como a que vive hoje Portugal, com uma situação de desemprego crescente e um clima generalizado de insegurança laboral. Este estudo pretende examinar se a percepção de empregabilidade por parte dos trabalhadores pode desempenhar um papel moderador na relação entre as formas mais flexíveis de contratação, como o trabalho temporário, e as atitudes laborais. Resultados sugerem que a percepção de empregabilidade pode ter um efeito moderador na relação entre o tipo de contrato de trabalho e o compromisso efetivo e a satisfação laboral dos trabalhadores com contrato direto com a organização, mas esta interação não foi encontrada para os trabalhadores com contrato de trabalho temporário com as Agências de Emprego.

On-boarding new employees: a three-component perspective of welcoming
International Journal of Organizational Analysis, 2019
No component of the human capital management has been more overlooked by companies than the proce... more No component of the human capital management has been more overlooked by companies than the process of welcoming new recruited employees – the on-boarding phase. This paper aims to present a three-component perspective of on-boarding and a contribution to measuring the employees’ perceptions based on three dimensions of welcoming: structured corporate welcome, manager welcome and coworkers welcome.,An empirical study based on a self-reported survey was conducted to test the model and an on-boarding employees’ perceptions proposed scale. The authors hypothesized that the three on-boarding components relate positively to some critical work outcomes (e.g. work engagement and affective organizational commitment). Analyses using a sample of 347 workers from Portuguese firms showed that the three-component on-boarding scale had adequate validity and all three components of on-boarding were positively related to the work outcomes included in this study.,Findings suggest that an effective o...
Modelo de recursos humanos e trabalho temporário: Um caso organizacional

Temporary agency work in a contact center context: workers’ affective commitment with the agency and with the client-company as a response to human resources practices
Investigação e Intervenção em Recursos Humanos
Os trabalhadores temporários de agência (TAW) estão implicados num formato tripartido de contraçã... more Os trabalhadores temporários de agência (TAW) estão implicados num formato tripartido de contração (trabalhador/agência de trabalho temporário/empresa cliente) que os leva a construir duas relações de emprego diferenciadas e, consequentemente, dois compromissos afectivos (AC). Através de uma amostra composta por 1567 TAW portugueses, provenientes do sector de contact center, testámos (1) a relação entre as práticas de recursos humanos (HRP) e os AC dos TAW, tanto para com a agência, como para com a empresa cliente; e (2) desenvolvemos um modelo multi-grupo que nos permitiu analisar se a relação entre as HRP e os AC para com ambas as empresas se comporta da mesma forma entre: (2.1) trabalhadores com diferenças na sua situação profissional anterior (PES) e (2.2) trabalhadores com diferentes qualificações académicas (AQ). Os resultados mostraram a existência de uma relação directa entre as HRP e o AC para com ambas as empresas, confirmando que os TAW têm capacidade de responder recipro...
The Role of Leadership in the Motivation to Work in a Call Center
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Papers by Francisco Cesário