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The purpose of this paper is to identify the relationship of career anchors with three aspects: the millennials’ professional skills, the millennials’ awareness of the replacement of jobs with new technologies and the technological stress in the millennials’ working environment.

The responses of 200 questionnaires were analyzed using descriptive and variance analysis techniques.

Among the three hypotheses raised, two were confirmed, showing that these young people recognize the development of professional skills through new technologies, but are not highly sensitive to the stress associated with technological innovations.

The paper contributes to a recent debate, which emphasizes the impact of the application of new technologies on the nature of study and employment levels.

This paper aims to presents a novel application of neural network (NN) pattern recognition to ore rock sorting using inductive electromagnetic (EM) sensors.

The impedance of a metallic rock can be measured with an inductive method based on Faraday’s law and eddy current theory. A virtual rock model is then created for the simulation of the EM measurements. An NN is trained to differentiate between waste and useful ore samples (containing high amount of minerals) based on the EM sensor signals produced by the rocks.

The NN solution showed high accuracy of rock classification and produced relatively robust results from signals with noise.

A pattern recognition NN was applied to classify low- and high-grade ore samples. It has the potential to determine the approximate amount of conductive materials inside ore rocks through multiple classes. This method can be used to improve the performance of EM-based ore sorting for mineral pre-concentration.

The purpose of this study is to analyze the effect of the relationship between leadership and engagement on the individual performance of Millennial generation professionals.

A survey was carried out with higher education business school students in Brazil. The sampling procedure involved a convenience selection of Millennial generation professionals who are employed and have recently undergone a performance evaluation process. The professionals answered a questionnaire about their perception of an empowering and directive leader, engagement, human resource practices and performance.

The authors demonstrated the potential of leaders to generate engagement and influence performance, showing the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear practices and criteria for their actions with regard to Millennial generation.

The potential of empowering leadership to generate engagement, and that of directive leadership to influence performance, show the need for companies to become involved in the leadership process by defining appropriate leader profiles and establishing clear criteria for their actions toward Millennial generation.

In Brazil, empowering leaders do not directly influence their subordinates’ performance, unlike what was found in previous studies. Thus, it may be that they also do not perceive, or are not working in, more flexible or participative workplaces, which interferes with the perception of the direct relationship between the leadership’s actions and their personal performance.

El propósito de este estudio es analizar el efecto de la relación entre el liderazgo y compromiso en el desempeño individual de los profesionales de la generación Milenial.

Se realizó una encuesta con estudiantes de educación superior específicamente de escuelas de negocios de Brasil. El procedimiento de involucró una muestra de conveniencia de empleados profesionales de la generación Milenial y recientemente se han sometido a un proceso de evaluación de desempeño. Los profesionales respondieron un cuestionario sobre su percepción sobre un líder empoderado y directivo, el compromiso, prácticas de recursos humanos y desempeño.

Los autores demostraron el potencial de los líderes para generar compromiso e influencia en el desempeño, mostrando la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de líderes apropiados y estableciendo prácticas y criterios claros para sus acciones con respecto a la generación Milenial.

el potencial de empoderar al liderazgo para generar compromiso, y el del liderazgo directivo para influir en el desempeño, muestra la necesidad de que las empresas se involucren en el proceso de liderazgo definiendo perfiles de líder apropiados y estableciendo criterios claros para sus acciones hacia la generación Milenial.

en Brasil, el empoderamiento de los líderes no influye directamente en el desempeño de sus subordinados, a diferencia de lo que se encontró en estudios anteriores. Así, puede ser que tampoco perciban o no estén trabajando en lugares de trabajo más flexibles o participativos, lo que interfiere en la percepción de la relación directa entre las acciones del liderazgo y su desempeño personal.

O objetivo deste estudo é analisar o efeito da relação entre liderança e comprometimento no desempenho individual dos profissionais da geração Milênio.

Foi realizada uma pesquisa com alunos do ensino superior especificamente em escolas de negócios no Brasil. O procedimento envolveu uma amostra de conveniência de funcionários profissionais da geração Milênio que passaram recentemente por um processo de avaliação de desempenho. Os profissionais responderam a um questionário sobre a percepção de um líder empoderador e diretivo, engajamento, práticas de recursos humanos e desempenho.

Os autores demonstraram o potencial dos líderes para gerar engajamento e influência no desempenho, mostrando a necessidade das empresas se envolverem no processo de liderança, definindo perfis de liderança adequados e estabelecendo práticas e critérios claros para suas ações em relação a geração Milênio.

o potencial da liderança empoderadora para gerar engajamento e a liderança diretiva para influenciar o desempenho mostra a necessidade das empresas se envolverem no processo de liderança, definindo perfis de líderança adequados e estabelecendo critérios claros para suas ações para a geração Milênio.

no Brasil, uma liderança empoderadora não influencia diretamente no desempenho de seus liderados, ao contrário do que foi encontrado em estudos anteriores. Assim, pode ser que os respondentes percebam ou não estejam trabalhando em ambientes de trabalho mais flexíveis ou participativos, o que interfere na percepção da relação direta entre as ações de liderança e seu desempenho.

The establishment of partnerships between companies, government and universities aims to enhance innovation and the technological development of institutions. The biotechnology sector has grown in recent years mainly driven by its cooperative business model. Compared to other countries, this sector is slowly advancing in Brazil, with delays in science, technology and innovation, especially in the private sector. This paper aims to examine, through social network analysis, the collaborative networks between institutions that filed patents in biotechnology – medicinal preparations from plants – whose inventions had Brazil as the priority country.

The study of technological cooperation using patent documents is a reliable approach as they serve as good indicators of the interactions between organizations that focus on innovation and development of new product. Social network analysis of cooperation networks helps to understand the connections between patent assignees, and how they establish relationships.

Results show that public universities are the institutions that most deposit patents, as well as those that co-operate the most, especially Universidade of Campinas. The study also reveals the critical role of Research Support Agencies in stimulating research and technological development, which result in new technologies.

The study applied the social network analysis to provide an overview of the interactions among Brazilian institutions with the purpose of helping in decision-making and inciting public policies to leverage the biotechnology sector.

The purpose of this paper is to study an articulated warning system that provides information about the heritage at risk and encourages a dialogue between the heritage sector, civil defense agencies and local communities.

The databases from the National Heritage Institute, National Civil Defense, National Geological Service and National Early Warning System were investigated and the local community provided input which helped form a participatory risk mapping strategy for a warning system in the heritage sector.

There is little knowledge of the Brazilian heritage that is at risk and a lack of coordination between the cultural heritage and DRR sectors. This means that there is a need to organize the geo-referenced databases so that information can be shared and the public provided with broader access. As a result, there can be a greater production, dissemination and application of knowledge to help protect the cultural heritage.

The findings can be included in the debate about the importance of framing disaster risk management (DRM) policies in the Brazilian heritage sector.

The findings and maps of the case study in the town of São Luiz do Paraitinga involve the heritage sector, civil defense agencies and local people and can be used for disaster risk preparedness.

A DRM program is being formulated in Brazil. However, the kind of strategy needed to incorporate the heritage sector in this program stills needs to be planned, and the knowledge of the cultural heritage at risk is a key factor when faced with this new social and scientific challenge.

The purpose of this paper is to, which involved 123 students in their last year of an administration course at a private university in the city of São Paulo, Brazil, evaluate the importance of analyzing the pressure from new technologies on the careers of young university students from a career theory perspective.

From the perspective of traditional theories, the authors used “career anchors,” and from the perspective of non-traditional theories, “intelligent careers,” in which people develop three competency groups that are transferable between organizations: knowing why; knowing how; and knowing whom. The hypotheses the authors raised were analyzed using statistical techniques and the following results were obtained: young people do not see new technologies as a threat to their current job; people who see the “Knowing How” competence as being more developed feel less pressure from new technologies; non-traditional theories show a greater potential to analyze technological pressure than traditional theories; and, finally, the nature of people’s jobs produces different impacts on the pressure of new technologies on their careers, since people who occupy positions involving more human interaction with internal or external clients feel less threatened.

It was found that the lowest mean among the constructs analyzed was the pressure from technology on career. The correlations between the competencies of intelligent careers and the perception of the pressure from technology on career were weak, but significant, whereas the “Knowing How” competency was negatively correlated with the pressure caused by technology. There was no significant influence of the anchors on the pressure from technology on career. However, incorporating the competencies of intelligent careers improved the statistical model’s fit. In associating job positions with the pressure from technology on career, administrative and operational positions showed higher averages than sales associate and management positions.

Broadly speaking, it can be noted that traditional career theories, especially the vocational counseling approach, are not sufficient to explain the impact of new technologies on careers. At the same time, one way of coping with the pressure brought about by technological advances may be in using technology itself to develop “useful professional skills,” in a manner consistent with “intelligent careers.”

Social innovation has been attracting attention in the literature and the practice field due to its intention to create social value. However, the social innovation process is still poorly studied and is marked by several disagreements in the existing models, often built from data coming from developed countries. So, the focus of this study is to answer the following research question: how is the social innovation process configured in a developing context?

The study investigated three cases of Brazilian social innovation processes through a qualitative approach. The authors also use the institutional levels perspectives to analyse the cases.

The main findings indicate that the social innovation process comprises five phases and occurs between the micro, meso and macro institutional levels. Besides, the social innovation process relies on the participation of different partners, in a non-sequential process, with the possibility of returning from one stage to another and is evaluated continuously over time.

This study may be useful for social entrepreneurs and their teams in organisations that generate social innovations (such as social enterprises) to understand how well-established initiatives have organised themselves over time. Public policymakers may also use the insights provided to create more favourable environments to create new social innovation initiatives and expand the existing ones.

The characteristics of the social innovation process revealed in this study contributes to the advancement of the area, mainly because it considers the perspective of institutional levels and is based on data from a developing country.

Purpose – This research aimed to study the relationship between Enterprise Risk Management (ERM) and performance improvement.

Design/methodology/approach – A questionnaire was used as an instrument of data collection that was passed to managers of nonfinancial companies listed among the 500 largest and best firms in Brazil. The data from this study were analyzed with descriptive statistics and multivariate analysis of correlation and association.

Findings – The results showed that the main drivers of risk management were regulation, stakeholder demands, and business competitiveness. Among the practices that have been used, managers spotlight the utility of basic methods, more subjective, while technical methods, more quantitative, were of secondary importance. It was evidenced that the risks were weighted in the main activities of the organization. As a result, it was demonstrated that improved performance is associated with the maturity level of risk management and the level of stakeholders’ involvement in risk management.

Research limitations/implications – Other researches could examine how this process was developed in other countries and expand the number of organizations studied.

Practical implications – This study provides empirical evidence about theorist assumptions about the relationship between ERM and performance improvement.

Social implications – This study demonstrates the importance of human aspects for the processes of risk management and how external factors can influence this process.

Originality/value – It gives a broader and deeper comprehension of the process of risk management at nonfinancial firms in Brazil.

This study aims to investigate the existence of delimitations more suited to the emergence of generations in Brazil, and to assess generational perceptions on constructs of the work environment and their influences on organizational commitment.

The perceptions of 102,540 respondents employed by 394 organizations were classified into nine constructs. The methodology used entailed an initial confirmatory factorial analysis, which was undertaken to investigate the validity of the proposed measurement model. Regression analyses were applied to test the relationship between work environment and commitment.

The results highlight that the Baby Boomer generation attributed more value to the meaning of work and corporate social responsibility. Meaning of work, learning and development were given a high level of importance in the results for Generation X. Generation Y values learning and development, relationships with co-workers and Work-life balance more than the other two generations.

This research is classified as a cross-sectional study that does not allow us to substantiate whether differences between the groups were caused by influence of generations or the age of respondents. Therefore, nationwide surveys capable of offsetting the age effect on generational differences are still necessary. Another constraint is related to the fact that only data from the survey that annually elects the “Best Companies to Work for in Brazil” were used for undertaking this study. Moreover, because all variables were collected simultaneously from the same source, the authors recognize that the results could have problems related to common method biases.

The authors believe that the identification of critical dimensions of workers’ perception regarding the work environment equips human resources professionals with the ability to implement policies and practices that align people management with the differing desires of each generation, effectively ensuring commitment from these professionals.

This study may contribute to researchers by highlighting the need for temporal outlines suited to the Brazilian reality, which might also inspire further research on the country’s generations, even associating them with other themes, such as values, personality and professional motivation.

As the main contributions, the authors have sought to highlight that generational differences may be related to specific periods in each country’s historical context. The authors also show the determining factors influencing each generation’s affective commitment and justify each of their choices.