Decision-making processes; Negotiation processes; Training and development of skills; Ethical decision-making in organizations
PhD in Social and Organizational Psychology in the Organizational Behaviour specialty, he is an Assistant Professor at ISCTE-IUL in the Department of Human Resources and Organizational Behaviour. He also holds Master's degrees in Educational Psychology (ISPA) and D.E.A. in Recherches Interdisciplinaires sur l'Éducation - University of Paris-8 and was the first responsible for Soft Skills Laboratory of ISCTE-IUL. He has worked as project manager and consultant in an international consulting and training company, with intensive intervention in projects related to team management, decision making and negotiation.
research project at dinâmia'cet-Iscte
An enormous growth of research in the field of organizational ethics in the last decade has highlighted issues such as the influence of ethical infrastructures and leadership on the behavior of individuals in organizational context. My research program addresses a major challenge in this research field: getting a better understanding of how individuals and groups detect, judge, and incorporate ethical issues into their decision-making processes.
Specifically, my research efforts are focused on:
• Interaction of individual and contextual factors of ethical decision-making.
• Power and ethics: Ethical problems in leaders’ decision-making processes.
• “Blind spots” in public policy decisions.
• Is there an “unethical personality”? The case for “black triad” and beyond.
• From theory to practice: nudging ethical decision-making in organizations.
• Ethical issues in goal-setting processes
Link to DINÂMIA'CET-IUL identifying mission:
My research program is strongly embedded in DINAMIA’s scientific purpose of contributing to the design of the future in the realm of organizational life. In fact, in reaction to recent corporate ethical scandals, nowadays dominant public expectations and pressures are that organizations should be accountable for the ethicality of their internal and external processes, including relations with all stakeholders. These expectations extend to the public services, leading people to ask for a higher level of transparency in decision processes affecting collective life.
Simões, E., Duarte, A. P., Neves, J., & Silva, V. H. (2019). Contextual determinants of HR professionals’ self-perceptions of unethical HRM practices. European Journal of Management and Business Economics, 28(1), 90–108.
Duarte, A. P., Silva, V.H., Simões, E., Neves, J. (2017) More socially responsible, more ethical, more attractive as a future employer? Corporate social performance and ethical reputation’s contributions to the attraction of future employees. Psicologia, 31 (2), 192-197.
Simões, E. & Rosado Pinto, P. (2016). Resolver conflitos e aprender com problemas (Solving conflicts and learning through problems). In M. V. Garrido & M. Prada (Coord.) Manual de Competências Académicas (pp.159-191) Lisboa /Lisbon: Edições Sílabo.
Cartaxo, M. & Simoes, E. (2014). Effects of the transfer design on post-training performance in elearning. INTED2014 Proceedings, 458-465.
E. Simões & J. G. Neves (Eds) (2012) Research on ethics and social responsibility. Lisbon, PT, Business Research Unit ISCTE-IUL.
2009 –Quality of life in retirement: What I want versus what I should – Reseacher
2015 – Ética e Práticas Gestão de Recursos Humanos (em parceria com a APG - Associação Portuguesa de Gestão das Pessoas) – Coordinator