This paper documents the optimism in the forecast of GDP and IPCA. That is, it shows that GDP forecasts are systematically higher than what actually happens, and IPCA projections are systematically lower. Then it tests whether there is an anti-herding bias related to a publicity hypothesis regarding institutional incentives for the behavior of professionals who make such forecasts. Finally, it verifies whether the revision of the forecast still carries the previously identified bias. The results confirm the existence of an optimistic bias in the GDP and IPCA projections and this bias remains in the following revisions for GDP. However, the publicity hypothesis seems to be not confirmed for the aggregated forecasts by types of institutions.

O objetivo do presente estudo foi o de analisar a relação entre o uso do selo “Open to work” e a probabilidade de contratação de um perfil em contexto de pré-seleção via LinkedIn. Adicionalmente, foi testado o papel moderador da senioridade e da área do candidato nesta relação e se os efeitos são mediados pela competência e simpatia percebida do candidato. A amostra é constituída por 181 participantes com idades compreendidas entre os 18-66 anos (M = 38.84, DP = 13.84). Através de um questionário online, os participantes foram colocados numa posição de contratação, onde cada um observou um dos oito perfis fictícios, manipulados para o estudo. Para este efeito, foram manipuladas as variáveis, selo (selo vs. sem selo), senioridade (sénior vs. júnior) e área (TI vs. Gestão). Após a análise do perfil, foi pedido para indicar a probabilidade de contratação do mesmo e, posteriormente para responder aos itens relacionados com a competência e simpatia percebida do perfil. Os resultados demonstram que a utilização do selo levou a uma menor probabilidade de contratação, mas apenas para candidatos Seniores na área de T.I, sugerindo que a interação entre o selo e a probabilidade de contratação, é moderada pela senioridade e área. Análises de mediação evidenciam que, quando um candidato sénior de T.I utiliza o selo é percebido como menos competente, levando a uma menor probabilidade de contratação, estando este efeito a ser mediado pela habilidade/competência percebida. Foi realizada uma apreciação, discussão global e apresentadas implicações teóricas e práticas, limitações e sugestões para estudos futuros.

Despite increasing awareness of animal welfare, there are vast discrepancies between legal protections and recommended practices for different species, in different countries and at different institutions. While many guidelines are now available, they often target specific research contexts or species, leaving a gap in compre hensive ethical oversight across the entire research process. Within animal behaviour research, there is a bias for considering ethics during only the methodology and design phase. This often means only the immediate impact on animals directly involved in the research is accounted for. Conducting ethical research should extend beyond ensuring animal welfare during data collection and include environmentally sustainable research practices, alongside the ethical treatment of people working within and alongside animal behaviour research. We offer the Consult, Approve, Research and Evaluate (CARE) framework to improve the scientific integrity, transparency and ethical practices within the field of animal behaviour. CARE encourages researchers and academic bodies to (1) Consult existing (academic and traditional) knowledge on the study species, local human—animal interactions, their environment and previously implemented ethical practices and to reflect on personal experience and biases when approaching a study question; (2) seek Approval from relevant bodies (e.g. institutional ethics committees and local and government authorities) even when not mandatory; (3) uphold ethical standards while carrying out Research and (4) Evaluate the short- and long-term impacts of the specific study. Our framework is designed to distribute accountability at every level of the academic system, from individual re searchers to their institutions, funding bodies and publishers. We pitch this framework as a ‘version 1.0’ to recognize the fast-evolving nature of ethical standards in animal behaviour research and to allow space for improvement. CARE provides a necessary infrastructure for addressing systemic biases and ensuring ethically sound, socially responsible and environmentally sustainable animal behaviour research.

This dissertation aims to briefly analyze the use of artificial intelligence in the process, in order to demonstrate how it can improve the day-to-day legal procedural practice, relieving the judiciary, while paying attention to some flaws that still exist and need to be corrected. To this end, this paper is divided into four parts, as described below. Thus, the first chapter presents a brief introduction to artificial intelligence itself. In this sense, it discusses its historical evolution, its basic concepts, and how an algorithm works in a generic way. The second chapter, in turn, deals with artificial intelligence in Law. To this end, the global panorama of its legislative regulation is examined, as well as statistics from the Brazilian Judiciary, which show how the use of artificial intelligence has been contributing to revolutionize it. The third chapter focuses on the use of artificial intelligence in the judicial process. For this purpose, it starts by describing the transformation of the process, a period that became known as the technological turn. Next, it is dedicated to some considerations about multi-port justice and how it, through the online dispute resolution system, benefits, above all, consumer relations by avoiding judicial claims that can be easily reconciled administratively. Then, we proceed to the specific analysis of the use of artificial intelligence by the Judiciary in the decision making process. The fourth chapter, in turn, reflects on the challenges and perspectives of the use of artificial intelligence in the process. In this aspect, some flaws that persist and need to be remedied are described, preliminarily reflecting on generic flaws, such as opacity and algorithmic biases, among others; in order to be able to discuss implications in some fundamental procedural rights, such as the right to a natural judge, adversarial procedure, publicity and motivation of the judicial decision. Finally, after all these considerations are made, some strategies and possible solutions are outlined to enable the use of an artificial intelligence effectively safe, in order to ensure an improvement of this tool to assist the procedural-judicial system in a consistent and reliable way.

Neste estudo exploratório procuramos entender as perceções dos consultores em situação de seleção de candidatos. O trabalho interessa-se particularmente pela formação da impressão e a influência destas impressões na avaliação de candidatos, ou seja, na tomada de decisão do/a consultor/a/recrutador/a. A metodologia usada é exploratória e qualitativa. Foi construído um focus group onde se organizou várias etapas de uma discussão em torno destas questões na prática dos consultores de recrutamento. Uma das ferramentas aplicadas, chamada de Histórias Contadas, permite obter dados qualitativos para a investigação sendo a análise baseada em discursos e observação participante. Na sessão, participaram oito Consultores de Recrutamento de uma Multinacional de Recrutamento Especializado. Através dos resultados obtidos verificou-se existir uma consciência, por parte dos consultores, acerca do processo cognitivo da formação de impressões e da influência que as impressões têm no processo de seleção. Constatou-se que os consultores reconhecem a existência de fatores que podem influenciar a validação do/a candidato/a. Finalmente, a situação de focus group permitiu mostrar que a grande maioria dos consultores nunca pensou sobre a questão da formação de impressões. Tal conclusão, apesar de exploratória indicia, por um lado, a necessidade de maior investigação nesta área, e por outro, de um trabalho de sensibilização dos consultores de recrutamento acerca deste processo. A qualidade de uma política de recursos humanos a nível do recrutamento dependerá da forma como os consultores de recrutamento irão lidar com os enviesamentos do próprio processo percetivo.

Despite increasing awareness of animal welfare, there are vast discrepancies between legal protections and recommended practices for different species, in different countries and at different institutions. While many guidelines are now available, they often target specific research contexts or species, leaving a gap in comprehensive ethical oversight across the entire research process. Within animal behaviour research, there is a bias for considering ethics during only the methodology and design phase. This often means only the immediate impact on animals directly involved in the research is accounted for. Conducting ethical research should extend beyond ensuring animal welfare during data collection and include environmentally sustainable research practices, alongside the ethical treatment of people working within and alongside animal behaviour research. We offer the Consult, Approve, Research and Evaluate (CARE) framework to improve the scientific integrity, transparency and ethical practices within the field of animal behaviour. CARE encourages researchers and academic bodies to (1) Consult existing (academic and traditional) knowledge on the study species, local human–animal interactions, their environment and previously implemented ethical practices and to reflect on personal experience and biases when approaching a study question; (2) seek Approval from relevant bodies (e.g. institutional ethics committees and local and government authorities) even when not mandatory; (3) uphold ethical standards while carrying out Research and (4) Evaluate the short- and long-term impacts of the specific study. Our framework is designed to distribute accountability at every level of the academic system, from individual researchers to their institutions, funding bodies and publishers. We pitch this framework as a ‘version 1.0’ to recognize the fast-evolving nature of ethical standards in animal behaviour research and to allow space for improvement. CARE provides a necessary infrastructure for addressing systemic biases and ensuring ethically sound, socially responsible and environmentally sustainable animal behaviour research.

Recruitment processes today face challenges such as bias, fairness, and the pursuit of a diverse workforce. The war for talent also underscores the importance of examining recruitment processes. This study explores the potential of artificial intelligence (AI) to mitigate biases in hiring while encouraging diversity. This thesis aimed to discover the potential of AI in human resource (HR) management. We interviewed experts in the field and reviewed the existing literature to determine optimal HR use cases of AI. This depended on contextual factors such as industry type and urban versus rural hiring dynamics. While skepticism about AI's effectiveness persists, experts agreed on its utility for initial screening, especially in larger organizations. Skill assessment is emerging as a focal point, with tools like HiPeople gaining traction for predicting hard skills. However, experts agreed soft skills assessment remains an area where human interaction excels. Diverse teams are recognized for their positive impact, in line with academic views. In summary, while AI is useful in areas of recruiting, implementation requires consideration of contextual factors.

This dissertation discusses the influence of gendered negotiation tendencies, specifically, confidence, risk aversion, self-advocacy, proactiveness, and biases, on negotiation frequency and salary outcomes. Drawing on a survey of 50 working professionals from various backgrounds, this study employs quantitative methods including t-tests and logistic regressions to test the hypotheses based on behavioral economics, organizational theory, and gender studies. Regression analyses showed that self-advocacy and proactiveness were significant factors that predicted successful salary achievement and increased negotiation frequency; however, confidence did not seem to correlate in this area. The female sample was slightly less likely than the male sample to be self-advocating and confident, reflecting persistent but nuanced gender dynamics. Furthermore, the results showed that biases held internally or externally are more likely to negatively affect women than men, particularly in risk-averse contexts. Ultimately, most gender difference moderation effects were not statistically significant within this small sample; however, there were clear trends that suggested structural and perceptual barriers existed relative to persistent gender disparities in negotiation outcomes. Finally, this research showed the critical role of behavioral traits over demographic characteristics which call for further research in similar studies to evaluate contextual and cultural moderators (i.e., industry and country). By quantifying the behavioral dimensions behind negotiation disparities, this study contributed to a more precise understanding of the mechanisms driving gender gaps in professional environments.

Standing in a period of economic uncertainty, Portugal had to look for measures to improve its financial health. Internationalization was regarded as an option, leading EPAs and, specifically, Trade Missions to gain notoriety. Since SMEs are crucial in the country’s recovery and are seen as the companies which can receive greater benefits from participating in these Missions, we develop a list of potential biases and best practices regarding Trade Mission. Through interviewing SMEs participants, EPAs, and Trade Fairs SMEs participants, we manage to identify some initiatives expected to contribute in making Portuguese Trade Missions more efficient. Among the potential biases, most of them are related to internal attribution. As a result, firms need to: be explicit while interacting with the agencies; take measured risks on which country to invest and be aware of their capability to internationalize their operations; understand who their potential partners are and how to interact with them; and be as less dependent as possible from the organizers, hence, making deals on their own. Regarding the best practices, the ones listed intend to give doable conducts on how an SME can prepare for a Trade Mission. We aim at making participants aware of others’ importance and, we also consider initiatives that can help prepare for the Follow-up period. Accordingly, we hope to be able to correctly consider how an SME should proceed when and while enrolled at a Trade Mission.