Ferreira, Pedro
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Ferreira
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Pedro
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Pedro Ferreira
Biography
Pedro Ferreira is a full-time Adjunct Professor at University of Aveiro - Agueda School of Technology and Management (Portugal). Previously, he was Associate Professor at University Portucalense (Portugal). Before joining University of Aveiro he worked at several public and private universities and institutes. He also has international teaching experience in Estonia (Estonian Business School), Spain (LaSalle – Universitat Ramon Llull) and Czech Republic (Czech University of Life Sciences Prague).
In 2011, he received his PhD degree by the University of Santiago de Compostela with a thesis entitled “High-Involvement Work Practices: a comparative study of European countries” and was awarded the 2013 Emerald/EFMD Outstanding Doctoral Research Award (Highly Commended) in the category of Human Resource Management.
He regularly publishes articles in scientific journals and participates in conferences either as presenter or as member of scientific committees. He regularly serves as reviewer for several scientific journals.
His research interests are mainly related with human resources management and organizational behavior – especially work engagement, burnout, and well-being - but also with marketing – namely brand-consumer relationship issues.
AC15-11F0-83AF
56166174000
G-5855-2015Research Projects
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Publication Open Access Social responsible practices in Portuguese SME’s2019-02 - Gabriel, Carla; Ferreira, PedroThis research examines what social responsible practices Portuguese SME implements, identifying different company profiles. Data collection was based on a questionnaire. The cluster analysis revealed four groups of companies representing four different implementation levels of social responsibility practices: low; medium-low; medium-high; and high CSR implementation. Companies revealing higher levels of CSR practices tend to be larger, older, with a higher turnover value and with some type of certification.Publication Open Access Price and corporate social responsibility: The consumers’ perspective2014 - Real, Elizabeth; Ferreira, PedroThe author performs a systematic literature review on academic papers regarding Corporate Social Responsibility and Price, from the consumer’s perspective, in ISI Current Contents. Based on 219 academic papers a content analysis is undertaken in a grounded-theory methodological approach. A growing trend of publications from 2008 onwards, revealing the relationship of CSR and price as an emerging concern, is presented and specialized international journals in the area are pointed out. A map of the field allows the identification of main research areas, emphasizing possible trends towards publications in this field in the upcoming years. The main topics reflected in each group are CSR perceptions and its relation with purchase intention (group 1), how CSR drives consumer behavior, namely consumer involvement and engagement (group 2), the ethical dimension of CSR and its impact on consumer response, namely the willingness to pay a higher price (group 3), and finally, the case of cause-related marketing approach (group 4), which may represent a specific form of CSR, allowing companies to boost their reputation and set up higher prices.Publication Open Access Is there a European convergence in HRM practices? A cluster analysis of the high-performance paradigm across 31 countries2014 - Ferreira, PedroThe High-Performance paradigm can be seen as a set of new forms of work organization combined with flexible HR practices that enhance organizational performance through employee involvement and empowerment. With roots in the American HR tradition, there is an ongoing debate on its universal applicability between what has been called the universalist and the contigent perspectives. Based on this debate, the main goal of this paper is to test if there is a general approach to the High-Performance paradigm, common to all European countries or if it is possible to find different profiles of high-performance practices within Europe. The results show that there is not a single bundle that reflects one “system” of work and HR practices. Cluster analysis revealed three clusters and the distribution of countries by clusters shows a distinct geographical pattern: South-West Europe, South-Eastern Europe and Northern Europe, the latter being more close to the High-Performance paradigm.Publication Open Access How to measure the happy-productive worker thesis2022-10-26 - Costa, Natália; Oliveira, Carlos Miguel; Ferreira, PedroGlobalisation and intensifying competition force organisations to create distinctive competitive advantages, transforming classic management models and seeking effective responses to the mutability and dynamics of markets. People management plays a central role in achieving differentiating capacities, forcing more effective management of human resources. In an environment marked by high absenteeism and turnover, followed by the growing difficulty in retaining talent, organisations have been seeking to increase the satisfaction of internal customer needs (employees), working on issues such as well-being and happiness at work. The increasing concern with employee well-being and their association with job performance have been the basis for many research studies aimed at understanding the impact of the concept of happiness on employee behaviour and performance. This chapter seeks to summarise the main ways of operationalising the constructs inherent to the thesis of the happy-productive worker (happiness and performance). This chapter is structured as follows: introduction, exploration of the happy-productive worker thesis (concept and origin and main theoretical frameworks related to the idea), measuring the constructs (happiness and performance), and conclusion.Publication Open Access Employer brand building from the inside-out: how employer values contribute to employee engagement2018-09 - Ferreira, PedroEmployer Branding is a concept that is gaining importance within the Human Resources field mainly due to its potential for retaining and attracting talent to boost organisations capabilities and competitiveness. According to the brand management literature, building a brand must start from within, and the employer brand should also function as a reference for a company’s current employees. Thus, taking this assumption into account, the main goal of this paper is to understand how employer branding contributes towards employee engagement. In order to address this research problem the authors based the research on a leading manufacturing company in cosmetics, personal care, beauty, homecare and healthcare products and a major supplier of tinplate and plastic packaging, that is going through a process of employer brand building. Field research developed in two steps. First, the HR department and some members of the Board defined the main attributes of the brand as an employer. Second, a survey was administered to senior managers to assess the level of engagement and how they perceive the employer brand attributes. Data dimensionality was reduced using factor analysis and regression analysis tested the relation of employer brand attributes and employee engagement. Factor analysis revealed three main groups of employer brand attributes: Innovation & Growth, Work Environment and Socially Responsible Practices. Employee engagement is mainly explained by Innovation & Growth attributes. The least relevant group of attributes is Socially Responsible Practices. These results contribute to better understand the relation between employer brand and employee outcomes and the importance of defining and managing employer brand attributes to foster employee engagement.Publication Open Access Are assortment variety and stock-failures management in Hypermarkets and Supermarkets an important factor for consumers to develop a store-type preference, willing to come back and continue to buy?2017 - Carvalho, Victor; Ferreira, Pedro; Faria, SílviaThe purpose of this paper is to examine the customer experience towards the two main retail types of point of sale in Portugal and what leads them to choose between Hypermarkets and Supermarkets. A model was developed through the formulation of some hypotheses, as a result of the literature review on related concepts; the data mentioned in this paper was obtained by a questionnaire applied online to 116 individuals. The data collected allow us to say that people that prefer to have a huge variety of products and brands tend to go to Hypermarkets and that the higher the positive perception about layout (capacity to avoid breaks (failures of products on shelves) and good products and brands’ exhibition)) the higher the preference for Hypermarkets; the more people prefer variety, the less they go to Supermarkets and, if there is a lot of information about products and brands, associated to an also careless presentation and exaggeration of products / brands on shelves, it leads consumers to feel confused and then they will prefer to go to supermarkets. Considering the results obtained with our sample we may say that both hypermarkets and supermarkets’ clients do not want to come across products failures on shelves (BREAKS); however, according to our sample, it seems that consumers associate a better category management to hypermarkets (since this has a positive impact in choosing this type of store).Publication Open Access Marketing a Preto e Branco2015 - Real de Oliveira, Elizabeth; Ferreira, PedroPublication Open Access The role of employer branding on attracting, developing and retaining talent: The case of a leading Portuguese business group2017 - Sousa, Bianca; Arriscado, Paula; Quesado, Helena; Ferreira, PedroEmployer branding has gained considerable attention from practitioners and academics on recent years. It is believed that corporate brand can only be fully implemented if it reaches all the stakeholders, not only consumers. Although there is substantial literature about how companies should build their brand as employers, little attention has been given to the concrete answers companies come up with when facing the challenge of building an employer brand. In this sense, this paper aims to reflect the role of Employer Branding to attract, develop and retain talent and aims to analyse the steps and answers that a leading Portuguese Business Group used to create their employer brand strategy. For reaching this goals, our reflection and analysis is essentially supported by the concepts of Internal Marketing, Corporate Branding, Employer Branding and Internal Branding. This research is a case study and has a qualitative and explorative nature, assuming particularly an action research methodology. The approach adopted was rigorous, following the stages of diagnosis (1st phase) and implementation (2nd phase) of an Employer Branding strategy in the Portuguese Business Group. As a result of this experience, the conclusions summarize a series of reflections necessary to implement an Employer Branding strategy in a real business scenario.Publication Open Access Mapping social responsible practices in Portuguese SME2017-09 - Gabriel, Carla; Ferreira, PedroCorporate Social Responsibility (CSR) has been mainly associated with big, often multinational, companies. Small and Medium Enterprises (SME) represent an important part of the economic structure globally. Specifically in Portugal, SME’s represent more than 90% of the economic structure, which makes them the most important contributor to the Portuguese economy. Even though, there is still much to know about the implementation of CSR practices in this type of companies. This paper investigates what social responsible practices Portuguese SME implement, identifying different company profiles. The concept of social responsibility was operationalized in eight groups of practices, corresponding to the economic, social and environmental dimensions. Data collection was made using a structured questionnaire sent to 5452 companies and 421 valid answers were obtained (response rate of 21%). Following the descriptive analysis, a cluster analysis was performed using the hierarchical method. The cluster analysis revealed four groups of companies that represent four different implementation levels of social responsibility practices: low CSR implementation; medium-low CSR implementation; medium-high CSR implementation; and high CSR implementation. The low CSR implementation (45,8%) is the major cluster, followed by the medium-low CSR implementation (26,4%). Based on the cluster analysis, companies’ profiling was developed allowing an in-depth understanding of the most and less implemented CSR practices in each cluster. The companies revealing higher levels of CSR practices tend to be larger, older, with a higher turnover value and with some type of certification.Publication Open Access The strategic approach to the high-performance paradigm: a European perspective2012-06 - Neira, Isabel; Vieira, Elvira; Ferreira, PedroHuman Resources Management (HRM) has been viewed in the last decades as a serious competitive advantage capable of create differentiation while contributing to organizational overall performance. In recent years, a growing body of research goes even further and argues the strategic value of human capital to organizations’ performance and success. The high-performance paradigm argues that employee involvement is critical for organizational performance and the set a practices to do so are, according the American approach, universal and should be implemented in as a system. However, recent developments, mainly in Europe, argue that, despite the indisputable importance of human resources to organizational performance, there is no universal or system approach, no definitive set of practices capable of fostering performance. Using data from 30 European countries, this research tries to understand if there is a European approach to the high-performance paradigm, namely a system or a bundle approach. Furthermore, this research tests the relation between the high-performance practices and performance.