Ana Luísa de Oliveira Marques Veloso

FATORES QUE AFETAM A TRANSFERÊNCIA DA APRENDIZAGEM PARA O LOCAL DE TRABALHO

Training aims to respond to the needs of development of individuals and organizations (Grohmann & Kauffeld, 2013). Based on Holton model, we carried out a study seeking to identify and understand the factors involved in the process of learning transfer to the workplace from two different training actions on the design and skills. The study took place at a Portuguese organization and involved 98 participants. Former students were interviewed with the purpose to explore the factors that facilitated or hindered the learning transfer, and the Inventory of the Portuguese version of the Learning Transfer System (Holton, Bates, Seyler & Carvalho, 1997; Velada & Caetano, 2009) was applied. The results suggest that the Holton model (2005) shows that the trainees have identified important issues for learning transfer and that there are differences in relation to the transfer factor pursuant to the type of training.

Creativity at Work: The Role of Context

Creativity has been at the core of much research in individual and organisational sciences. Whilst the first theories and models focused on the individual, more recent perspectives suggest that contextual factors play an important role in creativity and innovation (Shalley, Zhou & Oldham, 2004). In this new paradigm, creativity is as much the result of social interaction, as it is of individual action (Aggarwal & Bhatia, 2011).

O desenvolvimento da confiança nas comunidades terapêuticas e o seu impacto na adesão ao tratamento

Trust is recognized as an essential element for the establishment of therapeutic relationship and has a major impact on treatment adherence. However, there are few studies and theoretical models which allow its conceptualization and measurement within this context. This research aims to study the development of trust in Therapeutic Communities and its impact on treatment adherence. It was adopted a mixed metho-dology and 231 subjects spread over nine Therapeutic Communities participated of the study. The results show the existence of two levels of trust (with the technical staff and with the institutions) and present it as a key element for developing therapeutic relationship and treatment adherence.

Leadership, Autonomy and Innovation on a High-Tech Organization

The purpose of the case study we are presenting was to explore the relationship between transformational leadership and innovative behaviour and the mediating or moderating role of team-level autonomy in the context of high-tech organizations oriented for innovation. A case study was developed in a High-Tech organization, from the north of Portugal. The study research design involved quantitative and qualitative methods. However, for the purpose of this paper, partial results of the quantitative study are being presented. From 143 employees who fulfil the conditions needed to participate in the study (members of a team and didn’t have any leadership position), seventy-six answered, which points out for a response tax of 53%. A questionnaire that included three scales was applied: Global Transformational Leadership (GTL); Team-Level Autonomy (TLA) and Innovative Behaviour (IB). It was found a positive relation between transformational leadership and innovative behaviour and another positive relation between transformational leadership and team level autonomy. Surprising, no relation was found between team level autonomy and innovative behaviour. As discussed, this result may be related to the need of maturing relations and work processes, as this firm is young (8 years since its inception).