Abstract
Recent societal changes have brought new challenges to contemporary organisations, e.g., how to properly manage the work-family/family-work dyad and, thus, promote adequate task performance. This paper aimed to study the relationship between conflict (work-family and family-work) and task performance, and whether this relationship was moderated by well-being. Thus, the following hypotheses were formulated: (1) conflict (work-family and family-work) is negatively associated with task performance; (2) conflict (work-family and family-work) is negatively associated with well-being; (3) well-being is positively associated with task performance; and (4) well-being moderates the relationship between conflict (work-family and family-work) and task performance. A total of 596 subjects participated in this study, all employed in Portuguese organisations. The results underlined that only family-work conflict was negatively and significantly associated with task performance. Work-family conflict established a negative and significant relationship with well-being. Well-being was positively and significantly associated with performance and moderated the relationship between conflict (work-family and family-work) and task performance. These results show that organisations should provide employees with situations that promote their well-being, especially in Portugal, where a relationship culture exists (rather than task culture, which is predominant in the USA and Canada, for example) which means that additional and considerable time must be dedicated to personal and family matters for people to fit in and be accepted harmoniously.

Abstract
This study aims to conduct a bibliometric analysis inherent to assessing competitive intelligence and business intelligence concepts using the Scopus database and the Bibliometrix R software. The study's articles were found using precise criteria in the Scopus database. The 42 publications were then examined with Bibliometrix software, which included extensive parameterization for each component under evaluation. The results of this study consisted of establishing the number of existing publications on the topic under analysis between 2017 and 2021 - in this sense, it was possible to identify that the publications are experiencing an annual decrease rate of 22.69%; the trends in terms of publications and collaborations between countries; the most relevant journals in the area; and the interconnections between authors, keywords, and publications. This study has as an added value the possibility to evaluate the relevance attributed by academics to ascertain the most important contributions in terms of authors, articles, and journals. One major limitation in this study could be addressed in future research. The study focused on a limited study field in the context of business, management, and accounting, so it would be very pertinent to understand how this topic has evolved, particularly in the area of computer science.

Abstract
Primary healthcare (PHC) is a fundamental pillar in a health system, and its role has only been enhanced in the COVID-19 pandemic. The emergence of COVID-19 required health systems and, in particular, PHCs to develop a constant capacity to adapt and resist adversity. Therefore, it was considered important to identify innovative measures and thus the experience of a family health unit (USF) in Portugal - USF Arte Nova (USFAN) was reported. After carrying out a systematic review of the literature and interviews with the Presidents of the Clinical and Health Councils of five Health Centre Groupings, the measures identified were gathered and compared to the ones carried out by USFAN. Subsequently, the study identified the measures considered to be truly original executed by the health unit. Between the measures presented, the use of an access prioritization score was highlighted, as were daily briefing regarding the management of resources and equipment, qualification of the use of personal protective equipment, the project that aimed to optimize the use of paper; the use of a drive-through method to update the National Vaccination Program; and the daily training and sharing of information about COVID-19. In light of the current pandemic, innovative practices and tools have been created and carried out by the healthcare professionals in response to the growing needs of the population. This shows the resilience of these professionals and constitutes an opportunity to share and implement these tools in other health-care facilities highlighting the continuing chance of improving.

Abstract
This study seeks to assess the academic community's knowledge and perception of open innovation. While the so-called closed innovation is rooted in the discourse of future managers, open innovation, being a relatively recent paradigm, may be an unknown form of innovation and therefore its potential is underused. What is the perception of open innovation among students and faculty at a private Portuguese university? The technical procedure was based on a survey, and 64 responses were obtained (the population corresponds to 3666 people). It was shown that the theme of open innovation, despite being recognized in the academic world, is still little known in the community. Although Portugal is a country of meager funds for innovation, which should lead to a greater focus on open innovation, this may not be happening due to the lack of trust in strangers that exists culturally in Portugal, and that may be currently hindering open innovation partnerships. Finally, in order to identify possible relationships between gender and perceptions regarding open innovation, we applied the chi-square test of independence (X-2) in relation to gender. This exploratory study verified the existence of gender equality regarding the variables analyzed on open innovation.

Abstract
Purpose The present investigation aimed to evaluate the influence of envy on the predisposition to innovative behavior, starting from a conceptual model that considers not only the direct influence of envy but its indirect influence through ostracism and alignment with the negative behaviors of superiors. Design/methodology/approach Using a survey applied to 168 individuals, a conceptual model was developed based on the relationship ignored in the literature between envy and innovative behavior. The model was validated using the multivariate statistical technique of structural equation modeling with partial least squares estimation (Partial least squares structural equation modeling [PLS-SEM]). Findings The results of the study suggest that envy not only has a direct positive influence on alignment with negative boss behaviors and ostracism, but also an indirect influence on ostracism mediated by alignment with negative boss behaviors. Another important result of the present investigation refers to the negative effect of envy on the predisposition to innovative behavior. The results suggest that the greater the envy, the lower the innovative behavior. Practical implications This research provides evidence that envy can act as a barrier to innovation by triggering counterproductive behaviors such as ostracism and a decrease in predisposition to innovative behaviors, either due to innovative individuals prematurely exiting the organization or due to them lessening/dampening their innovativeness to avoid the negative consequences. Given this scenario, it becomes necessary to increase managerial awareness on the subject to manage negative emotions to promote the conditions for organizational innovation. Originality/value The present research contributes in both practical and theoretical ways to understanding the effects of envy on the predisposition to innovative behavior. Adding to this, this research represents a conceptual advance by linking envy to innovative behavior, providing a promising avenue for extending the psychological relevance of the envy construct to organizational and management studies, which are generally positive, normative and outcome-oriented.

Abstract
Doing internships is increasingly common in Portugal, often being regarded as a prerequisite for entering the labour market. This trend reinforces the need to understand the interns' perception of the ideal characteristics for this type of experience, in order to stop (or at least slow down) the brain drain that is currently felt. This exploratory research aims at reflecting on how organisations can contribute to successful internships. Themes such as the leadership and organisational culture of the host entity are addressed, areas which have been debated less often in the current literature. Our quantitative research was based on a survey, which obtained 143 responses from individuals with internship experience. Data were analysed using descriptive, reliability, inferential, and multiple linear regression analysis. The results from this study showcased a tendency toward servant leadership (in detriment to paternalistic or autocratic leadership) as being the most appropriate leadership style for an internship. It was also possible to emphasise some important points in an internship experience, including remuneration (desired by the interns) and the tasks performed (the interns want to be given responsibilities and meaningful work during their internship). Some of the results obtained are according to the state-of-the-art, however, others diverge.