Search results

This study aims to determine the physicochemical and fatty acids composition of Serra da Estrela cheese (SEC), as well as health-related lipid indices, like the atherogenic and thrombogenic indices, and to evaluate the influence of producer, geographical origin and production date.

All 24 SEC produced between November 2017 and March 2018 were collected at selected certified producers and analyzed by NIR spectrophotometer and by GC. Data were statistically evaluated by chemometric tools.

In all evaluated SEC, 23 fatty acids were quantified. Cheese origin influenced nutritional and health-related lipid indices). The cheeses were characterized by a relative high abundance of saturated fatty acids (67-76%), followed by a medium content of monounsaturated fatty acids (17-25%) and by low level of polyunsaturated fatty acids (5-7%). A putative positive association between cheese consumption and healthy lipid indices could be reached.

The contents of some medium and long chain fatty acids as well as of nutritional and health indices were influenced by cheese producer, geographical origin and production date pointing out the need for standardizing production procedures.

The SEC plays a key role in the local economy, being an endogenous product with unique sensory characteristics and nutritional potential, for which the knowledge of the lipids profile and health indices is of utmost relevance.

SEC is an iconic Portuguese cheese with Protected Designation of Origin. Based on the results, like health-related lipid indices, evaluated for the first time, a positive association between cheese consumption and healthy lipid indices could be envisaged.

The aim of this paper is the validation of a scale that has Emotional Intelligence (EI) and Internal Marketing (IM) as determinants of organizational success.

The survey (questionnaire) allows assessing the contribution of motivation and job satisfaction to organizational success and was disseminated on social networks and directly in some national institutions.

The results of this research suggest that the 58 items of the scale can be grouped into eight main dimensions and can be confidently applied to professionals from organizations and companies operating in Portugal.

Furthermore, this study can be considered as an innovative, effective and useful tool for entrepreneurs, managers and organizations, as it can help diagnose the perceptions of their employees and promote a healthy and appealing environment, moving towards an excellent organizational performance, greater profitability and corporate sustainability.

Considering the significant increase in researchers’ interest in human resource management (HRM) in the public sector domain, this study aims to focus on producing a scale of HRM practices customized for the context of public organizations.

Experts and semantic analysis were performed for the scale development (qualitative stage), and exploratory and confirmatory factor analysis through structural equation modeling was conducted for the scale validation (quantitative stage).

The public HRM practices scale (public HRMPS) is composed of 19 items, distributed along four factors/dimensions, named training, development and education; relationship; work conditions; and competency and performance appraisal. The scale showed evidence of internal and construct validity (convergent, divergent, criterion-related and discriminant), as well as reliability and content validity.

The public HRMPS can be applied in relational studies to test structural models of prediction, mediation and moderation to evaluate relationships with organizational behavior variables, such as leader-members exchange, engagement at work, life quality at work and well-being at work, among others.

The public HRMPS may also serve as a useful diagnostic tool for the decision-making process made by public managers so they can promote a strategic, evidence-based HRM. Furthermore, the transforming role of strategic HRM can be operationalized by adopting practices gathered in the public HRMPS, advancing toward new HRM strategies to promote healthier and more productive work environments.

Healthier and more productive environments translate into real impacts for society, the first beneficiary of public services with more quality, efficiency and accountability.

The public HRMPS is the first attempt to produce an operationally valid and reliable measure to evaluate strategic HRM practices, responding to calls in the literature concerning the need for an integrated, comprehensive and customized HRM practices scale for the public service context.

Despite all the studies carried out in order to analyze the impact of quality management systems' implementation and certification on companies' financial performance, conclusions reached so far have a contradictory nature. Some authors conclude that there is a positive relationship between ISO 9001 certification and companies' financial improvement, while others do not find evidence to support such a relationship. The purpose of this paper is to present the main results derived from a research project developed in order to analyze the economical impact of quality management system implementation and certification on companies' performance.

This paper describes the results obtained from studying the economic impact of quality management systems, based on the adoption of a case study methodology. The authors' goal was to reconstruct the companies' financial history with the aim of identifying the benefits and costs directly related to their quality management systems. The analyzed time period ranged from the year when the company decided to implement its quality management system up to the present.

Results show that it is not unanimous that certified companies would be less profitable if they had not implemented their quality management systems.

This paper tries to be an important contribution to the worldwide research related to the quality management systems' impact on companies' financial performance.

This study aims to determine how hotel-generated content (HGC) on official social media accounts influences booking intention by considering the mediating role of three key constructs: user evaluations of the perceived quality of information, engagement and brand attitude.

A total of 834 valid online questionnaires were collected to empirically test the measurement and structural model using a partial least square path modeling approach.

Although HGC does not have a direct effect on booking intention, this construct has a positive influence on both the perceived quality of information and engagement, which in turn positively influence booking intention. In addition, greater engagement generates a positive attitude, which increases booking intention.

This study represents a new step in understanding the influence of HGC on tourist behavior by extending research on guests’ decision-making processes and empirically demonstrating the chain of related influences that begins with HGC to promote booking intention.

本研究旨在通过考虑三个关键结构的中介作用来确定官方社交媒体账户上酒店生成的内容 (HGC) 如何影响预订意愿：用户对信息感知质量的评价、参与度和品牌态度。

共收集了 834 份有效的在线问卷, 以使用偏最小二乘路径建模方法对测量和结构模型进行实证检验。

虽然 HGC 对预订意愿没有直接影响, 但这种结构对信息的感知质量和参与度都有积极影响, 进而对预订意愿产生积极影响。 此外, 更多的参与会产生积极的态度, 从而增加预订意愿。

本研究代表了理解 HGC 对游客行为影响的新步骤, 它扩展了对客人决策过程的研究, 并通过实证证明了从 HGC 开始的相关影响链, 以促进预订意愿。

The purpose of this paper is to develop a case study of niche governance to analyze the governance of rainwater systems in the Amazon.

A visualization of the interactions of stakeholders was made with the use of social network analysis, where data were collected through interviews to experts from the region. A framework based on niche management and the safe, resilient and sustainable (Safe and SuRe) principles were used to interpret the results.

The work identifies key players and issues influencing governance for the implementation of rainwater systems; and capture of decision-making powers by agents making evident redundancies in the management of rainwater in the region; highlighting issues of lack of inclusion in the decision-making process, planning and implementation; threatening the sustainability, resilience and governance of rainwater systems in Belem.

Methodologically, this work is the first of its kind for the amazon and contributes to the exploration of tools and frameworks to assess governance in the implementation of rainwater systems.

This study aims, first, to understand consumers’ perception of chefs as human brands (i.e. study one). Second, tests were run to assess the validity of a new conceptual model of the relationships between the factors of chef image, luxury restaurant image, both images’ congruity and consumers’ hedonic and novelty experiences and happiness and well-being (i.e. study two).

The first qualitative study involved using Leximancer software to analyse the data drawn from 43 interviews with luxury restaurant clients. In the second quantitative study, 993 valid survey questionnaires were collected, and the proposed model was tested using structural equation modelling.

The results reveal that consumers perceive chefs as human brands and the associated narratives include both performance- and popularity-based characteristics. The findings support the conclusion that individuals give great importance to chefs’ image and the congruence between chefs and their restaurant’s image. In addition, luxury restaurant image only affects novelty experiences, and both hedonic and novelty experiences have a positive effect on customers’ happiness and well-being.

This research focused on Portuguese luxury restaurants. The consumers’ happiness and well-being needs to be replaced by other outcomes to confirm if the model produces consistent results.

The results should help luxury restaurant managers understand more fully which pull factors are valued by their clients and which aspects contribute the most to their pleasure and welfare.

This study adds to the extant literature by exploring consumers’ perceptions of chefs as human brands and the role these chefs’ image play in customers’ luxury restaurant experiences and perceived happiness and well-being.

This paper investigates how organisations responded to the home office imposition during the recent global health crisis and its impacts on people management, detailing the organisational factors crucial for effective home-office implementation.

We used an exploratory design based on a multiple case study with four companies from two contrasting sectors (manufacturing and information technology (IT)). We interviewed a total of 12 managers, including one HR manager (HRms) and two team managers from each company. We also conducted an online questionnaire with open questions, reaching out to 128 home-office workers from the four participating companies. This diverse group consisted of 67 workers from the IT sector and 61 workers from the manufacturing sector. To ensure a comprehensive analysis, we opted for a qualitative approach to examine the data.

Findings enabled detail of the organisational factor of the Belzunegui-Eraso and Erro-Garcés (2020) extended Baruch and Nicholson’s (1997) model into people management issues: organisational culture, team management and human resources management (HRM) practices, as well as the technological support. The results also revealed that people management benefits from the successful home-office implementation, which boosted the digitalisation of human resources (HR) processes.

Considering the lessons learned from the home-office imposition, this research provides original insights into the field by exploring the roles of supervisors and HR managers, in non-health organisations, with different previous remote work experiences, in a recent global disruptive moment, based on a rich qualitative approach. The paper offers concrete guidelines for companies that intend to implement remote work management programs and contributes to deepen the knowledge of home-office experience, offering a model focusing on managers’ roles (HRms and TMs) and HRM practices.

Baru is a fruit of the Brazilian Cerrado, important to the local economy and social culture. The use in food formulation is due to it being highly available and its nutritional profile; however, the changes in the texture of products are still unclear. In this study, an experimental design was conducted to develop cakes by replacing different levels of wheat flour with baru nut flour, and comparing them.

Cakes were developed with 20, 40, 60, and 80 replacement of wheat flour by baru nut flour and compared with standard formulation (100% wheat flour). The physical-chemistry composition of the flour, nutritional composition of the cakes and texture profile analysis were evaluated.

Baru nut flour showed greater protein, lipids, and ash than wheat flour, and this result was also observed in the cakes developed. The cake with 80% of almond baru flour showed an increase of 60.3% in protein. The texture profile analysis showed that the addition of baru nut flour affected the texture of products. The cakes showed more hardness and chewiness; however, the springiness and cohesiveness were decreased.

The findings of this study demonstrate that baru nut flour is a great option as a new ingredient for bakery products, due the increase of protein. This is the first study analyzing the effect of baru nut flour addition on the texture profile of bakery products. These results can orientate future studies, especially sensory assays.

The current study has a two-fold purpose. Firstly, it aims to analyze the extent to which knowledge management (KM) affects the performance of individuals (task and contextual) on the one hand and that of organizations (product or service, perceived and financial) on the other hand. Secondly, it proposes to investigate the mediating effect of motivation and innovation in the relationship between KM and individual and organizational performance.

Partial least squares structural equation modeling (PLS-SEM) was employed in this study, with mediation analysis performed using advanced PLS-SEM techniques. A total of 1,284 respondents from organizations in both the public and private sectors were included in the sample.

The findings emphasize that KM has a more significant direct effect on individual performance compared to organizational performance. Concurrently, in terms of indirect influence, it is found that KM, through motivation and innovation, has a positive and significant effect on both individual and organizational performances, with a higher influence on the organizational one.

The originality of the work can be noted in designing two different structural models to represent the proposed relationships at the individual and organizational levels. These findings could provide organizational decision makers with empirical evidence, helping them (1) internalize the significance of the KM process in organizations as well as its subsequent effects on individual and organizational performance and (2) identify factors that mediate variable relationships.