O constructo inteligência emocional tem movido importantes esforços de investigação no domínio da Psicologia das Organizações e do Trabalho nos últimos anos. Diversas abordagens a este constructo têm sido propostas e, em consequência, diversas medidas têm sido desenvolvidas. A Wong and Law Emotional Intelligence Scale (WLEIS) representa um instrumento que tem estado na base de diversos estudos neste domínio, tendo-se revelado uma medida de inteligência emocional com adequadas propriedades psicométricas. Este estudo visou adaptar esta escala para o contexto português e proceder ao estudo da sua estrutura factorial numa amostra de engenheiros informáticos portugueses. Os resultados de da análise factorial confirmatória suportam o ajuste dos dados a uma estrutura tetra-factorial, equivalente à estrutura da escala original e as estimativas de fiabilidade obtidas corroboram a adequação das propriedades psicométricas desta medida.

RESUMOAs práticas de expatriação vieram trazer novas questões para indivíduos e para as organizações. A expatriação, perspectivada enquanto prática organizacio nal, uma modalidade de exercício de trabalho global accionada, em particular, em contexto de internacio nalização de empresas, po de delimitar oportunidades de aprendizagem e, em simultâneo, o questionamento de relações de pertença pré -existentes. O presente artigo apresenta a expatriação como contexto de integração social particular, de natureza liminar, pro dutor de diferenciação de práticas, de trajectórias, de experiências individuais. Partindo da análise de fontes secundárias e de estudos de práticas organizacionais de gestão de repatriação, a dificuldade do momento do regresso é apresentada como caso empí rico que ilustra a especificidade do acento disjuntivo dos quadros de socialização e de acção (re)constituídos por práticas organizacionais de expatriação.Palavras Chave: Trabalho glo bal , Mo bilidade Internacional , Expatriação , Identidade, Liminaridade. ABSTRACTExpatriation organizational practices brought new questions to both individuals and organizations. Expatriation, conceived as a specific, contingent, global work mode and organizational practice, can represent new learning opportunities and challenge pre -existent notions of identity and belonging. This paper suggests that expatriatio n practices compose a specific social co ntext for individual action, one of liminal and disjunctive nature. This context produces differentiation and pressures or ganizational capabilities to maintain an integrated approach in this area. Using seco ndary data and repatriation management case study results as analytical support, the expatriate "re -entry shock" is used as empirical marker to illustrate the liminal, dis junctive frame of socialization and indiv idual actio n that can be composed by contemporary expatriation practices.

Resumo O universo start-up tem vindo a ser apresentado, em termos públicos, mediáticos e políticos, como uma possível nova via para o crescimento económico português. A referência a uma organização start-up, deine, no presente, uma amenidade, uma platitude, correlativa do louvor dos seus méritos como factos consumados. Perspectivas alternativas deste fenómeno são pouco frequentes ou pouco visíveis. O presente artigo equaciona as implicações da natureza temporária de uma organização start-up, apresentando os resultados de uma pesquisa longitudinal concretizada num contexto organizacional especíico. Partindo da análise apresentada, sugere-se que as situações concretas de trabalho numa organização start-up são potencialmente enformadas por atributos socioculturais particulares, decorrentes de uma conceção e de um uso particular do tempo: a impermanência normativa, o foco concedido à ação, a secundarização do conlito, o fervor inito da experiência vivida.

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The rising number of Portuguese companies with international operations and growing sectoral diversification has been contributing to the recent international expansion of the Portuguese economy. It is important to introduce nuances in these recent developments, as the proportion of international firms and international expansion capabilities are still low. This article presents the results of a research project carried out between 2015 and 2018 focused on studying firm internationalization logics observable in Portugal, in three contributing sectorsretail, construction and information and communications technology (ICT) software development. The results present domestic markets as having a diffluent role, opportunistic client-or partnerfollowing being adopted as dominant expansion logics, and indicate that internationalization processes are valued for their portability and reversibility. Room exists for de-and re-internationalization, resource commitment shifts and non-linear logics, an expression of managerial attempts to leverage resource constraints and exposure to risk and market uncertainty. Sectoral diversification and the deployment of more flexible organizational modes in internationalizing companies or company groups in Portugal are suggested as relevant and feasible paths to follow, given the different modal forms currently available for most companies to expand.

In recent years, Portugal has been increasingly credited as an emergent European entrepreneurial and technological hub, a rising and promising start-up nation. An ethnographic study was developed in one of the most successful start-up ventures operating in Portugal, with the goal of scrutinizing policy effectiveness in an employment creation and relations perspective. Considering the effect temporality regimes and acceleration are increasingly considered to have as new business ventures socioeconomic base, the study focus was placed on speeding-up implications, namely on how actors experience speed as infrastructural base of employment relations.

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Presently, any individual can claim to be an “expert” in a particular process, subject matter or technology. In fact, one disadvantage in the tacit knowledge approach is that individuals in an organization may claim to have knowledge that they do not actually have or may claim to be more knowledgeable than they really are. Despite this fact, qualifications and credentials have long served as signals for organizations. As some authors put it, certifications are double-edged, as they can also be used as “credentials” to gain prestige and influence, having nothing to do with competence development, as they are valued as impression management or self-presentation strategies. The data for this exploratory study was gathered from a 58 employee sample of a Portuguese-based multinational software engineering company. An experimental Competence Certification Effects Scale (CCES) was used, and after a consistency analysis, the original 22 items were reduced to 17, grouped in a 4-factor structure: “Certification Intrinsic Value”; “Certification as Training”; “Career Management”; and “Effort Trade-off”. Cronbach`s alphas were .81, .81, .83, and .81, respectively. The study findings indicate that there is a significant difference in the perceived usefulness of a certification, if an employee participates or not in a dedicated certification program. The study further points out that certification programs tend to be judged in an instrumental way, for extrinsic motivation reasons, more by its positive effects in terms of career management or professional within-peers recognition, than by its intrinsic value as institutional learning or knowledge management anchors or personal development drivers.