Abstract
The growing number of senior experts leaving the workforce (especially in more developed economies, such as in Europe), combined with the ubiquitous access to artificial intelligence (AI), is triggering organizations to review their knowledge transfer programs, motivated by both financial and management perspectives. Our study aims to contribute to the field by analyzing options to integrate intergenerational tacit knowledge transfer (InterGenTacitKT) with AI-driven approaches, offering a novel perspective on sustainable Knowledge and Human Resource Management in organizations. We will do this by building on previous research and by extracting findings from 36 in-depth semi-structured interviews that provided success factors for junior/senior tandems (JuSeTs) as one notable format of tacit knowledge transfer. We also refer to the literature, in a grounded theory iterative process, analyzing current findings on the use of AI in tacit knowledge transfer and triangulating and critically synthesizing these sources of data. We suggest that adding AI into a tandem situation can facilitate collaboration and thus aid in knowledge transfer and trust-building. We posit that AI can offer strong complementary services for InterGenTacitKT by fostering the identified success factors for JuSeTs (clarity of roles, complementary skill sets, matching personalities, and trust), thus offering organizations a powerful means to enhance the effectiveness and sustainability of InterGenTacitKT that also strengthens employee productivity, satisfaction, and loyalty and overall organizational competitiveness.

Abstract
This study aimed to analyze the association of leadership with turnover intentions and whether this relationship is mediated by employee well-being. The sample consists of approximately 306 individuals working in organizations based in Portugal. The results indicate that transformational leadership has a positive and significant association with turnover intentions, while the relationship between transactional leadership and turnover intentions is negative and significant. Both transformational leadership and transactional leadership have a positive and significant association with well-being. Well-being has a negative and significant association with turnover intentions. Well-being only has a mediating effect on the relationship between transactional leadership and turnover intentions. This study contributes to the advancement of academic research and knowledge about the mechanisms through which transformational and transactional leadership styles can influence employees' turnover intentions, as well as providing empirical evidence on the mediating role of psychological well-being. In addition, practical insights are offered to organizational leaders and managers on adopting practices that foster psychological well-being in the workplace, thereby reducing employee turnover intentions.

Abstract
Este livro sobre estratégia, inovação e mudança aborda diversas áreas – áreas tais como a simulação, a tecnologia, a internacionalização, o outsourcing, a integração vertical, a liderança, a gestão de recursos humanos, a educação, as aquisições, a cultura (nacional e corporativa), o marketing, a responsabilidade social corporativa, a inovação, o empreendedorismo e os modelos de negócio. A estratégia, quer da perspetiva da formulação, quer da perspetiva da implementação (figura 1), torna-se um imperativo em tempos de grande evolução tecnológica e mudança. Em que mercados devo competir? Qual a abordagem melhor para o mercado? Quem serão os meus competidores? Como deverei organizar a minha empresa? Quais são as minhas forças e quais são as minhas fraquezas, a nível interno? Quais são as oportunidades e quais são as ameaças presentes no ambiente externo? Quem serão os melhores clientes para os meus produtos e serviços? Como deverei organizar-me para maximizar a minha reputação entre os meus stakeholders? Que tipo de ferramentas de conceção estratégica poderei usar para ajudar o meu negócio a crescer de forma sustentada? Os capítulos deste livro, cada um retratando uma realidade diferente, procuram fornecer soluções para estas e outras questões pertinentes, para estrategas nacionais e também internacionais. (...)

Abstract
This case study aims to analyze the impact of the digital transformation on Delta Cafes. To this end, a consumer survey was carried out to understand their perception of the brand, from the products to how the company works and its actions. The sample consisted of 140 participants. An attempt was also made to understand whether the participants' perceptions were independent of whether or not they were Delta Cafes customers. The chi-square test results indicate that Delta Cafes customers are more aware of the brand, both because of the coffee and because of its founder, are more aware of the social responsibility actions carried out by the company and are more involved with organizations that positively impact society. Finally, an interview was conducted with Delta's Systems Director, who has been with the company for 12 years and is currently responsible for 54 employees out of a total of around 3500 employees. The interview lasted approximately 1 h and 15 min, via Zoom. The big challenge is to automatically manage all the processes associated with finance, logistics and production. Delta is looking to digitize the whole organization, which will free people from superfluous tasks and allow them to perform others that matter more. Enterprise Resource Planning (ERP), Customer Relationship Management (CRM) and Electronic Data Interchange (EDI) have all been implemented, as well as e-commerce and m-commerce (Delta Mobile). Dehumanization and loss of human capital are a risk of digitization which Delta Cafes seeks to avoid through trainingone of the pillars of the organization.

Abstract
This study aimed to investigate the effect of perceived social support on perceived employability and whether this relationship is mediated by well-being. Another objective is to study the moderating effect of perceived self-efficacy on the relationship between well-being and perceived employability. The sample comprises 316 participants, all studying at universities in Portugal. The results show that social support is positively and significantly associated with perceived employability and well-being. Well-being has a positive and significant association with perceived employability. As for the mediating effect, well-being was found to have a total mediating effect on the relationship between social support and perceived employability. Perceived self-efficacy has a positive and significant association with perceived employability. Contrary to expectations, perceived self-efficacy does not moderate the relationship between well-being and perceived employability. These results allow us to conclude that social support and well-being are the survival kits for the jungle of work. As for the practical implications, it is recommended that universities take care of the social support given to students, increasing their well-being so that their perceived employability is high.

Abstract
PurposeThis study aims to assess how envy, both directly and indirectly, through negative behaviors such as ostracism, negative word-of-mouth and alignment with the negative behaviors of superiors, influences innovative behavior based on the cultural dimension of individualism versus collectivism.Design/methodology/approachThe data was collected using a survey applied to 305 individuals between October 2022 and June 2023. The model developed was analyzed and validated using partial least squares estimation with structural equation modeling (PLS-SEM) and PLS-SEM multigroup analysis techniques.FindingsThe results suggest that for individualistic individuals, negative word-of-mouth exerts a greater positive mediating influence on the relationship between envy and ostracism, and that envy exerts a greater positive influence on both alignment with the negative behaviors of superiors and on ostracism. In addition, the results indicate that negative word-of-mouth and ostracism together negatively influence the relationship between envy and innovative behavior.Practical implicationsThis research provides empirical evidence that envy triggers negative behavior in both individualistic and collectivist individuals. Thus, in practical terms, envy can be considered as something more primitive that goes beyond the accepted values of sociability, especially in the organizational environment.Originality/valueThe main contribution of this research is to understand the effects of envy on innovative behavior, based on a conceptual model that considers the mental programs that differentiate one group of individuals from another. In addition, it presents theoretical and empirical implications that provide descriptive evidence of behaviors, making it possible to broaden the psychological understanding of them. In this specific sense, this research differs from other organizational studies, whose objectives are to standardize behavior.