Purpose The paper aims to investigate the existence of typical preferred behaviours that might characterize Brazilian women’s entrepreneurial profile and whether this profile influences their motivation to undertake a venture. Design/methodology/approach Following the evolution of the literature on women entrepreneurship, the study criticizes the rational view that conceives entrepreneurship as a universal phenomenon and immune to gender. A quantitative approach based on multivariate data analysis (structural equation modelling) was applied to a sample of 418 women entrepreneurs with regard to six hypotheses associated with a specifically conceived conceptual model. Findings The behavioural categories tested in the model that most influence Brazilian women’s entrepreneurial profile are planning, identifying opportunities, sociability and leadership, corroborating the results of other international studies. Behaviours connected with persistence did not correlate to Brazilian women’s entrepreneurial profile. The hypothesis that women’s entrepreneurial profile positively influences their entrepreneurial intention was confirmed. Research limitations/implications As the study is based on an intentional, non-probabilistic sample, further research needs to be conducted using other forms of sampling, extending the findings to other contexts internationally and to other Brazilian regions. Practical implications Women can perceive whether their behavioural profile is suited to embracing entrepreneurship challenges, helping them to make effective career choices. Originality/value The study provides a robust model with high explanatory value. It contributes to the women’s entrepreneurship literature from the perspective of a Latin American developing country, offering valuable insights regarding the impact of entrepreneurial behavioural profile on women’s entrepreneurial activities.

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This study discusses the perceived role of the Human Resource Management Department and its perceived capacity of outstanding performance by comparing data collected in Brazil and Peru from employees of large organizations as well as participants in MBA programs at renowned schools. The non-probabilistic sample was composed of 416 Brazilian and 90 Peruvian respondents. The results point out that both in Brazil and Peru, the relevance attached to the HRM Department role for contributing to the future success of organizations does not correspond to its current capacity of performance. As such, in these realities the HRM Department has not yet made the qualitative leap that would enable its strategic role in organizations.

Purpose This study aims to measure the degree of innovation of micro and small industrial companies in the West and Southwest metropolitan regions of the city of São Paulo, through a survey with 203 firms in the metallurgy sector. Design/methodology/approach The research had a quantitative and descriptive focus and used as methodology the validated and international approach known as Innovation Radar. Findings The degree of innovation in these micro and small companies is low; thus, the authors could not characterize them as systemic innovators. Most of them are little innovative, although some were classified as occasional innovators. The dimensions organization, processes, presence, supply chain and added value were the least developed. Research limitations/implications To carry out similar studies in other Brazilian regions, to compare results and draw new conclusions, or even check if the degree of innovation present in micro-firms of these regions would not be even lower; to monitor the evolution of companies through a longitudinal study, to detect improvements in the degree of innovation; and to conduct a qualitative research that can deepen questions on the results of our study, such as the reasons why this type of company does not adopt innovative practices, or even the real suitability of the Innovation Radar model for micro and small enterprises (MSEs). We observed that some dimensions proved to be too sophisticated for these companies, such as R&D investments and the adoption of technological advances. Practical implications The study shows that the degree of innovation measured by the Innovation Radar is a useful and initial measure to check an innovative attitude in micro and small companies. It can also drive the actions that should be prioritized to stimulate the culture of innovation in SME. However, it does not allow to answer why this type of organization does not adopt innovative practices as a management attitude. Regarding its contribution, the authors expect that the paper may bring an awareness of managers and owners of micro and small companies for the need to foster innovative practices that can help increase the competitiveness and survival of this type of organization. Social implications In Brazil, despite the fact that MSEs represent 98 per cent of the existing companies, and are mainly responsible for job creation, their leaders have a low concern for innovative practices. Originality/value The study contributes to identify the degree of innovation of these firms, which comprise a representative and strategic segment of the city’s economy, by checking to what extent an innovative attitude is effectively present in this sector. The theoretical contribution of this study regards the appropriateness of mechanisms or methodologies created to measure the degree of innovation in large organizations. Dimensions such as technological platform, brand, innovative ambience, degree of organization or systematization of processes, which are frequently considered for companies in general, and especially for large ones, are not sufficient or, instead, too sophisticated to allow an effective measurement of the degree of innovation in MSE. Thus, this study provides information for designing more effective ways to evaluate the degree of innovation that take into account MSE’s specificities, which can be considered innovation efforts, such as simple process improvements, professional development of teams, and actions to seize ideas and opportunities, among others.

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Ao se pesquisar sobre o ensino de empreendedorismo, percebeu-se que o papel das instituições de ensino no fomento ao empreendedorismo não é singular, estando atrelado a diferentes abordagens e espaços nem sempre percebidos como parte de um ecossistema de fomento a esse tipo de comportamento. Esta pesquisa visa apresentar os espaços existentes para o ensino de empreendedorismo em universidades brasileiras e propor um desenho inicial de um ecossistema do ensino empreendedor, com vistas a que pesquisas futuras possam testá-lo e aprimorá-lo. Trata-se de uma pesquisa exploratória, com abordagem qualitativa, que investigou cinco entre as principais universidades brasileiras. Além do levantamento de dados secundários, contou também com entrevistas em profundidade com professores de empreendedorismo. A análise de resultados mostrou que vários espaços são possíveis dentro de instituições de ensino para o ensino e fomento de empreendedorismo, entre elas, disciplinas, laboratórios, centros, incubadoras e núcleos. Outros agentes também se mostraram existentes, como governo, aceleradoras e instituições de fomento. A pesquisa justifica-se pela não convergência teórico-empírica sobre a temática, contribuindo com instituições que almejem aprimorar o seu ensino de empreendedorismo e com futuros pesquisadores que queiram dar continuidade à proposta apresentada.

A partir dos conceitos de Orientação Motivacional e de Estilo de Mobilização, criados com base no pensamento de Erich Fromm sobre personalidade, e à luz de estudos voltados para a gestão de pessoas em ambiente de C,T& I, este trabalho visa identificar padrões de comportamento no trabalho de profissionais que atuam em organizações de C,T&I, intencionando, dessa forma, fornecer subsídios para a contratação, desenvolvimento e alocação de profissionais, hoje denominados trabalhadores do conhecimento. Em uma abordagem empíricoanalítica, utiliza-se o Diagnóstico M.A.R.E. para coletar dados de amostra de 643 profissionais de organizações de C,T&I e os compara com os de outra amostra, composta por 4.981 casos, previamente coletados em organizações de diferentes áreas de atuação e em âmbito nacional. Diferentemente do que ocorre em relação à amostra nacional, os resultados indicam haver predominância, nas organizações alvo do estudo, dos estilos de mobilização Especialista e Competidor, e um decréscimo de representatividade dos estilos de mobilização Mantenedor e Conquistador, sugerindo haver peculiaridades de comportamento e de cultura organizacional para os profissionais e organizações estudados, o que os caracteriza como grupo diferenciado, com padrões comportamentais específicos.

RESUMOA relação entre clima organizacional e desempenho financeiro tem sido examinada por vários pesquisadores, enfatizando-se que poderia haver reciprocidade entre clima organizacional e desempenho empresarial. O objetivo deste estudo é analisar se as empresas brasileiras que possuem os maiores índices de satisfação no trabalho, expresso através do clima organizacional, também apresentaram melhores indicadores de desempenho financeiro. Apresenta os resultados de uma pesquisa que busca associar os índices de clima organizacional das empresas que estão classificadas pelo guia Você S/A -Exame da Editora *