http://hdl.handle.net/10071/2138 Fri, 22 May 2026 16:59:03 GMT 2026-05-22T16:59:03Z http://hdl.handle.net/10071/37338 Título próprio: AI-driven future scenarios for the CVTT building at Iscte: Enhancing smart architecture and efficacy in research Autoria: Miranda, B. P.; Sousa, M. Editor: Sousa, Maria José; Vaughn, Kevin J.; Moreira, Luís Resumo: Artificial intelligence (AI) is reshaping architectural design, construction, and building management by enhancing efficiency, sustainability, and user experience. This study explores future AI applications for the CVTT building at ISCTE, Portugal, a high-level research centre dedicated to innovation and technology. By envisioning AI-driven scenarios, the research examines how predictive maintenance, smart energy management, and space optimisation could transform the building’s operations. Machine learning algorithms and IoT-based systems have the potential to analyze real-time data, improving sustainability and reducing energy consumption. Furthermore, AI-driven simulations could assist architects and facility managers in optimising spatial configurations, enhancing environmental performance, and predicting long-term structural behaviours. The CVTT building serves as an ideal case study for exploring AI’s role in next-generation smart buildings, demonstrating how intelligent systems can contribute to dynamic and adaptive infrastructures. This research contributes to the ongoing discourse on AI applications in architecture, offering insights into the future of high-tech research environments and the integration of AI for sustainable and efficient building management. Wed, 01 Jan 2025 00:00:00 GMT http://hdl.handle.net/10071/37338 2025-01-01T00:00:00Z http://hdl.handle.net/10071/37328 Título próprio: A liderança e o processo de preparação da sucessão em uma empresa familiar de pequeno porte brasileira Autoria: Silva, M. F.; Silva, M. G.; Medrado, H. Editor: Rodrigues, Ricardo Gouveia; Paço, Arminda do; Duarte, Paulo; Dias, Cláudia; Raposo, Mário Resumo: As empresas familiares de pequeno porte enfrentam inúmeros desafios para manter seu negócio competitivo ao longo do tempo. Dada a relevância deste tipo de empresa no contexto econômico e social mundial, o presente estudo analisou em profundidade o processo de preparação da liderança e da sucessão em uma empresa familiar de pequeno porte no Brasil. Foram realizadas entrevistas semiestruturadas aos seus líderes e colaboradores. Aplicou-se uma análise temática indutiva para analisar as entrevistas. Os resultados sugerem que não há um processo de sucessão formal. Contudo, o fundador da empresa tem trabalhado ao longo do tempo para criar condições para um processo de sucessão que inclui uma liderança partilhada com tarefas bem definidas entre os futuros possíveis sucessores, mas assente numa gestão cooperativa. Os resultados também apontam para alguns entraves que podem existir no processo de sucessão nesse tipo empresa. Thu, 01 Jan 2026 00:00:00 GMT http://hdl.handle.net/10071/37328 2026-01-01T00:00:00Z http://hdl.handle.net/10071/37327 Título próprio: Human resources outsourcing and organizational culture: Differences and similarities between organizations that recur and not recur to HRO, in Portugal Autoria: Silva, M. G.; Pinheiro, M. L. Editor: Rodrigues, Ricardo Gouveia; Paço, Arminda do; Duarte, Paulo; Dias, Cláudia; Raposo, Mário Resumo: Human Resource Outsourcing (HRO) has become a strategic tool for organisations seeking to enhance operational efficiency, flexibility, and competitiveness. This study examines the context of HRO in Portugal, exploring the reasons for and against its use and investigating the role of organisational culture (OC) in shaping outsourcing decisions. Using a mixed-methods approach, data was gathered from 339 respondents across various industries. The findings reveal that HRO is primarily driven by legal compliance and access to specialised expertise, while concerns about losing control and the preference for internal knowledge development discourage its adoption. Although the study identified adaptability as a dominant organisational culture trait, no significant differences were found between organisations that use HRO and those that do not. This suggests that OC may not be as critical in outsourcing decisions as previously thought. The study provides a foundation for future research on the evolving role of HRO in organisational strategy. Thu, 01 Jan 2026 00:00:00 GMT http://hdl.handle.net/10071/37327 2026-01-01T00:00:00Z http://hdl.handle.net/10071/37285 Título próprio: Shadows in the office: Understanding the effects of dark triad personalities in the workplace Autoria: Diller, S.; Gruda, D.; Jonason, P.; Harms, P.; Dietl, E.; Roth, L.; Junça Silva, A.; Burns, G. Editor: Sonia Taneja Resumo: Certain detrimental personality traits, such as the Dark Triad—a constellation of subclinical narcissism, Machiavellianism, and psychopathy with their shared characteristics of low empathy, honesty, and agreeableness — disrupt workplace relationships and foster negative outcomes, significantly predicting harmful workplace dynamics (Braun, 2017; DeShong et al., 2015; O'Boyle et al., 2012; Southard et al., 2015). Despite significant progress in understanding the Dark Triad, much remains to be clarified about their full impact on workplace dynamics, particularly how they interact with contextual factors like workplace climate and organizational structure. One essential aspect hereby is counterproductive work behavior (CWB), referring to a broad range of behaviors that harm or hinder the organization or its employees. This includes theft, sabotage, absenteeism, poor performance, and any behavior that goes against the goals of the organization. CWB can stem from a variety of factors, such as stress, dissatisfaction, or poor organizational culture. Yet, it can also be rooted in one’s Dark Triad levels: Both narcissism and psychopathy are linked to higher levels of CWB; Machiavellianism appears to lack a consistent relationship with such behaviors, potentially due to its strategic nature (Uysal et al., 2023). This symposium aims to examine the relationships between Dark Triad tendencies, the workplace, and work behavior, resulting in new insights into how the Dark Triad manifests in various organizational and cultural settings and how these traits affect individual and collective behaviors at work. Thus, this symposium is crucial for advancing our understanding of the negative effects that dark personality traits can have on workplace environments, as organizations strive to foster inclusive, productive, and psychologically safe spaces. The first presentation by Dietl et al. starts with the lightest of the three Dark Triad traits and focuses on the dynamic nature of narcissism at work. The authors examined how daily work experiences shape fluctuations in state grandiose narcissism. The conducted study involved a daily diary design with 100 employees over a 10-day period, to test how positive and negative work experiences—specifically recognition and incivility—trigger changes in narcissistic admiration and rivalry. Findings show that recognition fosters state narcissistic admiration, promoting prosocial behaviors such as helping others, while experienced incivility triggers rivalry, ultimately exacerbating workplace conflict through provoked incivility. This research provides critical insights into the dual nature of narcissism, revealing both its potential for positive influence when admiration is fulfilled, and its capacity for harm when rivalry is activated, demonstrating the importance of managing work environments to minimize negative outcomes. In the second paper, Roth und Klehe delve into the darker side of the Dark Triad traits, examining subclinical psychopathy and its impact on workplace behavior. The authors apply and extend the personality trait-based interactionist model to explore how psychopathy interacts with workplace climates, particularly competitive environments, to predict CWB. Using data from 121 employee–coworker dyads, the authors find that psychopathy significantly predicts CWB, with competitive work climates intensifying this relationship. Coworkers in competitive environments are also more likely to notice and be affected by these behaviors, leading to heightened burnout and stress. The study employs an Actor–Partner Interdependence Moderator Model (APIMoM) to examine how psychopathy influences not only the perpetrator's behavior but also the perceptions and well-being of coworkers. The findings highlight the need for organizational interventions that reduce competitiveness in order to diminish the harmful effects of psychopathy on both individuals and their colleagues. The third presentation by Silva et al. continues this exploration on CWB by exploring the interaction between all three Dark Triad traits and neuroticism in predicting daily fluctuations in CWB. Using data from a daily diary study of 253 employees, the authors find that individuals high in Dark Triad traits are more prone to experience work alienation, which leads to increased engagement in CWBs. This relationship is particularly strong among individuals with high levels of neuroticism, who are more emotionally reactive to feelings of alienation. By highlighting the combined effects of these traits, the study contributes to a deeper understanding of when and how personality traits interact to exacerbate negative workplace behaviors. The findings suggest that organizations should pay close attention to both dark personality traits and emotional instability in their workforce to prevent the escalation of harmful behaviors. The fourth paper by Burns et al. explores how Dark Triad traits—narcissism, Machiavellianism, and psychopathy—shape bullying via multiple regression and fuzzy-set Qualitative Comparative Analysis (fsQCA). Among 169 employees, psychopathy emerged as the lone predictor in regression models, explaining significant variance in bullying. Yet, fsQCA highlighted multifaceted pathways, with bullying more likely when specific trait combinations (psychopathy + Machiavellianism) were present; an absence of these traits reduced risk. This dual-method design underscores the complexity of bullying’s antecedents, emphasizing the need to address multiple maladaptive traits and informing more nuanced, strategic interventions for workplace well-being. In the fifth and final paper, Gruda investigates workplace harassment as a specific type of CWB that involves unwanted, harmful (verbal, psychological or physical) actions directed at an individual or group. The author examined how Dark Triad traits at the societal level influence workplace harassment across different regions, using data from over 50,000 individuals in 38 U.S. states and 30 countries and across three studies. Results highlight the prevalence of Dark Triad traits in populations as a significant predictor of various forms of workplace harassment, including verbal abuse, physical violence, and unwanted sexual attention. Furthermore, remote work can reduce certain types of harassment in regions with high Dark Triad prevalence. This research underscores the importance of understanding the societal influences on workplace behavior and offers insights into how new working arrangements might mitigate the negative impacts of dark personality traits on organizational environments. Wed, 01 Jan 2025 00:00:00 GMT http://hdl.handle.net/10071/37285 2025-01-01T00:00:00Z