Bøger af Ana Virgolino

The unique biological capacities of humankind enabled the emergence of organized societies and sophisticated and globalized cultures. The progressive and universal recognition of science and technology as bulwarks of our species' survival, longevity, and quality of life made individual and organizational behaviors the main drivers of current (and future) human and planetary health standards. Environmental Health Behavior: Concepts, Determinants, and Impacts, integrates two different but intertwined fields, environmental health sciences and human behavior sciences, identifying and systematizing current knowledge about human behaviors and habits, and addressing the challenge of environmental sustainability. The book takes the reader through a conceptual framework for environmental health behavior (EHB) as an emerging field of public and environmental health, positioning behavior change as the main challenge for the success of promoting sustainable human and planetary health. Its reading promotes insight into the environmental impacts of human demands and behavior, and, vice-versa, about the impacts of the environment on human behavior change. Moreover, different evidence-based strategies to promote EHB change are identified as practical tools for stakeholders involved in the challenge of promoting intergenerational well-being in balanced and sustainable human-produced and natural systems.

The perception of organisational justice is dominant in people¿s lives and organisations as well as being a predictor of workers and organisations¿ success. Indeed, the relevant attitudes and behaviours at work depend, essentially, on judgments about organisational fairness or unfairness. In this study, we will seek to better understand this impact, directly or indirectly, on behaviours and attitudes. The overall results of this study are of much interest to managers as they provide a more comprehensive understanding of the organisational aspects, with a focus on the organisational justice, affecting employee attitudes and behaviours. According to these results, it is possible to design Human Resources Management (HRM) strategies and policies leading to organisational success. With this knowledge, organisations should invest in leaders who believe in the transparency of processes, the need for good quality interpersonal relationships, good communication, and the importance of attending the socio-emotional needs of employees. Preventing the emergence of burnout will give effectiveness and predictability to HRM practices.