We have never stopped in the pursuit of science. Standing on the shoulders of the giants, we gradually make our path to build a systematic and testable body of knowledge to explain and predict the universe. Emerging from researchers’ interactions and self-organizing behaviors, scientific communities feature intensive collaborative practice. Indeed, the era of lone genius has long gone. Teams have now dominated the production and diffusion of scientific ideas. In order to understand how collaboration shapes and evolves organizations as well as individuals’ careers, this dissertation conducts analyses at both macroscopic and microscopic levels utilizing large-scale scholarly data. As self-organizing behaviors, collaborations boil down to the interactions among researchers. Understanding collaboration at individual level, as a result, is in fact a preliminary and crucial step to better understand the collective outcome at group and organization level. To start, I investigate the role of research collaboration in researchers’ careers by leveraging person-organization fit theory. Specifically, I propose prospective social ties based on faculty candidates’ future collaboration potential with future colleagues, which manifests diminishing returns on the placement quality. Moving forward, I address the question of how individual success can be better understood and accurately predicted utilizing their collaboration experience data. Findings reveal potential regularities in career trajectories for early-stage, mid-career, and senior researchers, highlighting the importance of various aspects of social capital. With large-scale scholarly data, I propose a data-driven analytics approach that leads to a deeper understanding of collaboration for both organizations and individuals. Managerial and policy implications are discussed for organizations to stimulate interdisciplinary research and for individuals to achieve better placement as well as short and long term scientific impact. Additionally, while analyzed in the context of academia, the proposed methods and implications can be generalized to knowledge-intensive industries, where collaboration are key factors to performance such as innovation and creativity.

Abstract   Background: With the heightening pressure of climate change, the public as well as the corporate world calls for leaders that can drive sustainable development, hence tackling the challenges to come. Companies are facing growing pressure from both internal and external stakeholders to adopt sustainable practices. As a consequence, the question arises as to whom is the most suitable for such challenges. The presence of female leaders in corporate settings have shown to increase sustainable performance within companies. However, what actual role female leaders play in enabling such performance remains subdued. Purpose: The purpose of this thesis is to study what role female leaders play in sustainability strategy processes.  Method: This study is conducted through qualitative case study methods, using primary data collected from interviews with female leaders of Swedish companies.   Conclusion: The results identified that female leaders play different roles in the sustainability strategy process. The roles identified in the study are Carer, Responsibility Taker, Equality, Enabler and Motivator which are collectively conceptualized as Holistic Trustee meaning; Someone who includes all perspectives and components into their assessment, so that decisions made, enables development while preserving resources of coming generations. In such role, the female leader bridges the organizational level and individual level of her company and provides her employees with a bigger purpose in their “day-to-day” operations. The role as a Holistic Trustee broadens the understanding of leaders` importance in sustainability and draws attention to female traits that are naturally suited for a sustainable leadership.

Research suggested that African American women (AAW) leaders are overlooked as candidates for senior level positions in organizations. The problem that prompted this study was the lack of empirical research surrounding the intersectionality of race and gender and how this dual identity informed their leadership development and excluded AAW from the leadership promotion group identified by organizations. The research questions addressed how AAW described their career trajectory, strategies that were used to transform institutional barriers into leadership opportunities, how AAW leaders perceived their dual identity as contributing to their unique organizational experiences, and how AAW leaders perceived their role as mentors. This study was grounded in the critical race theory (CRT) as it pertains to the concept of the intersectionality of race and gender. Semistructured interviews with a purposive sample of 12 participants were used to obtain data along with thematic coding to analyze the data. Key findings included the women expressing both subtle and blatant racial and gender discrimination in the workplace. The participants identified self-advocacy as crucial to their success along with having strong mentors. One of the main conclusions was that the corporate world is a long- standing, white, male network and continues to be an obstacle for women in today's workplace. Recommendations for future research include studying bi-racial women and women who are in lower managerial roles to identify whether they experience similar obstacles as women in senior leadership roles. Social change implications include organizational modifications across multiple industry types that would create more positive perceptions, descriptions, and trust in the leadership abilities of AAW.

Submitted by Daniel Aranha (df_aranha@yahoo.com.br) on 2018-10-01T21:30:18Z No. of bitstreams: 1 Daniel_Aranha FGV-Dissertacao-Diversidade vFinal (1out2018) - Biblioteca.pdf: 971302 bytes, checksum: 1df325a5c82aa33b85b26ef2071a95b4 (MD5) / Rejected by Mayara Costa de Sousa (mayara.sousa@fgv.br), reason: Daniel, boa tarde. Alguns itens devem ser ajustados de acordo com as normas: 1. GETULIO não tem acento 2. Seu nome deve estar completo, sem abreviação 3. As palavras-chave do resumo/abstract devem ser separadas por ponto e virgula att, Mayara on 2018-10-05T19:32:07Z (GMT) / Submitted by Daniel Aranha (df_aranha@yahoo.com.br) on 2018-10-09T21:38:02Z No. of bitstreams: 1 Daniel_Aranha FGV-Dissertacao-Diversidade vFinal (1out2018) - Biblioteca.pdf: 971244 bytes, checksum: 094ef31f01f246465c5a4aa74b3e0f1e (MD5) / Approved for entry into archive by Mayara Costa de Sousa (mayara.sousa@fgv.br) on 2018-10-09T21:42:45Z (GMT) No. of bitstreams: 1 Daniel_Aranha FGV-Dissertacao-Diversidade vFinal (1out2018) - Biblioteca.pdf: 971244 bytes, checksum: 094ef31f01f246465c5a4aa74b3e0f1e (MD5) / Approved for entry into archive by Suzane Guimarães (suzane.guimaraes@fgv.br) on 2018-10-10T13:46:59Z (GMT) No. of bitstreams: 1 Daniel_Aranha FGV-Dissertacao-Diversidade vFinal (1out2018) - Biblioteca.pdf: 971244 bytes, checksum: 094ef31f01f246465c5a4aa74b3e0f1e (MD5) / Made available in DSpace on 2018-10-10T13:46:59Z (GMT). No. of bitstreams: 1 Daniel_Aranha FGV-Dissertacao-Diversidade vFinal (1out2018) - Biblioteca.pdf: 971244 bytes, checksum: 094ef31f01f246465c5a4aa74b3e0f1e (MD5) Previous issue date: 2018-09-12 / Diversidade nas organizações é um assunto amplamente estudado desde o final da década de 80 nos EUA, bem como a partir dos anos 2000 no Brasil. A maior parte destes estudos concentram-se na gestão da Diversidade, ou seja, uma perspectiva instrumental para as organizações maximizarem seus resultados ou desenvolverem vantagens competitivas. Por outro lado, há estudos Críticos que buscam entender o real impacto ou viabilidade das iniciativas de Diversidade nas organizações. Neste sentido, entendemos válido questionar o que representam o discurso e práticas organizacionais sobre Diversidade, com relação aos seus possíveis impactos sobre o indivíduo e, por consequência, sobre a sociedade. Neste trabalho, sob uma lente Crítica, em que utilizamos os conceitos de unidimensionalidade e dessublimação repressiva, de Marcuse; buscamos entender a relação entre aquilo que as organizações de forma explícita ou implícita buscam e determinam como metas em suas iniciativas relacionadas à Diversidade, com aquilo que os indivíduos e minorias tem a oferecer ou esperam de tais iniciativas. Analisamos a teoria que fundamenta os conceitos adotados pelas organizações em suas iniciativas sobre Diversidade, bem como pesquisamos o discurso e práticas seguidas por algumas organizações. Observamos que, (i) se por um lado é inegável que as iniciativas organizacionais representam um papel positivo, na medida em que pode reduzir injustiças sociais e desigualdade; (ii) do outro lado da mesma moeda, sob uma perspectiva Crítica, estas iniciativas tem um caráter retórico e pouco ou nada fazem para promover um comportamento que privilegie a diversidade de ideias, por exemplo. Pelo contrário, as práticas ou iniciativas organizacionais vinculadas à Diversidade acabam por representar a própria negação do diverso, estreitam a possibilidade de recusa e reforçam a unidimensionalidade. / Diversity in organizations is a widely studied topic since the late 80's in the US and since the 2000s in Brazil. Most of these studies focus on managing Diversity, that is, on an instrumental perspective for organizations to maximize their results or to gain competitive advantage. Conversely, there are argumentative studies that seek to understand the actual impact or viability of Diversity initiatives in organizations. In this sense, we consider that it is valid to question what organizational discourse and practices related to Diversity represent with respect to their impact on the individual and, consequently, on society. In the present paper, through a Critical lens and using the concepts of one-dimensionality and repressive desublimation by Marcuse, we seek to understand the relationship between what organizations explicitly or implicitly pursue and determine as their goals in the Diversityrelated initiatives, and what individuals and minorities have to offer to or expect from such initiatives. We analyzed the theory that supports the concepts adopted by organizations in their initiatives on Diversity, as well as investigated the discourse and practices applied by some organizations. We found that: (i) while on the one hand it is undeniable that these organizational initiatives play a positive role, insofar as they might reduce social injustice and inequality, (ii) on the other hand, from a Critical perspective, these initiatives have a rhetorical character and do little or nothing to promote behavior that favors the diversity of ideas, for example. On the contrary, Diversity-related organizational practices or initiatives eventually represent the denial of diversity itself, narrowing the possibility of refusal and reinforcing one-dimensionality.

Submitted by Thalita Gelenske Cunha (tgelenske@gmail.com) on 2015-06-30T18:54:03Z No. of bitstreams: 1 CPDOC_Dissertação_Thalita Gelenske.pdf: 3392688 bytes, checksum: aeb20fc6dc751dcec77a341be4059c70 (MD5) / Approved for entry into archive by Rafael Aguiar (rafael.aguiar@fgv.br) on 2015-08-26T19:21:24Z (GMT) No. of bitstreams: 1 CPDOC_Dissertação_Thalita Gelenske.pdf: 3392688 bytes, checksum: aeb20fc6dc751dcec77a341be4059c70 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2015-08-28T12:00:05Z (GMT) No. of bitstreams: 1 CPDOC_Dissertação_Thalita Gelenske.pdf: 3392688 bytes, checksum: aeb20fc6dc751dcec77a341be4059c70 (MD5) / Made available in DSpace on 2015-08-28T12:00:29Z (GMT). No. of bitstreams: 1 CPDOC_Dissertação_Thalita Gelenske.pdf: 3392688 bytes, checksum: aeb20fc6dc751dcec77a341be4059c70 (MD5) Previous issue date: 2015-03-18 / Ao longo dos últimos anos, diversas iniciativas empresariais surgiram no Brasil como forma de organizar, fomentar e atuar como catalisador da igualdade de gênero no ambiente corporativo nacional, seja na esfera pública ou na privada. Diferente das pesquisas que buscam retratar a realidade das empresas através da percepção de presidentes, diretores ou representantes internos, este estudo teve como objetivo ir além do discurso institucional, tentando captar a percepção qualitativa dos coordenadores desses grupos representativos (selos, redes, movimentos, organizações), que, juntos, mobilizam mais de 200 empresas no país. As entrevistas com estes indivíduos puderam propiciar uma maior capilaridade e visão crítica em relação aos avanços, desafios e tendências para questão de gênero nas grandes empresas com atuação no Brasil. / Over the past few years, several business initiatives emerged in Brazil as a way to organize, promote and act as a catalyst for gender equality in the national business environment, whether in the public or private sector. With a different approach from the studies that seek to portray the reality of companies through the perception of presidents, directors or employees, this present research aims to go beyond the institutional discourse, trying to capture the qualitative perception of the coordinators of these representative groups (networks, movements and organizations, etc), which mobilize more than 200 companies in the country. The interview with these individuals were able to provide a denser and critical view of the progresses, challenges and trends for gender issues in large companies operating in Brazil.

Submitted by Patrícia Silva de Sousa (patriciasousa9@gmail.com) on 2018-06-29T04:56:50Z No. of bitstreams: 1 Dissertação_Equidade de gênero no ambiente corporativo.pdf: 2054497 bytes, checksum: 3eacca7429b72606615457b7b05caff5 (MD5) / Approved for entry into archive by Diego Andrade (diego.andrade@fgv.br) on 2018-07-02T18:57:51Z (GMT) No. of bitstreams: 1 Dissertação_Equidade de gênero no ambiente corporativo.pdf: 2054497 bytes, checksum: 3eacca7429b72606615457b7b05caff5 (MD5) / Made available in DSpace on 2018-07-16T20:08:55Z (GMT). No. of bitstreams: 1 Dissertação_Equidade de gênero no ambiente corporativo.pdf: 2054497 bytes, checksum: 3eacca7429b72606615457b7b05caff5 (MD5) Previous issue date: 2018-05-30 / A abordagem da responsabilidade social e sua relação com a questão da diversidade no ambiente empresarial vem ganhando ressonância nos últimos anos em diferentes países. No Brasil, de forma análoga, muitas organizações já despertaram para o fato de que a diversidade afeta o ambiente organizacional, além de poder ser benéfica para o mesmo, inclusive se apresentando como uma vantagem competitiva frente aos concorrentes. Esta pesquisa visa contribuir com este debate por meio de um estudo de caso sobre a empresa Braskem, buscando abordar a evolução do programa de diversidade da mesma, com um olhar voltado especialmente para as ações relacionadas a gênero. / In recent years the perspective of social responsibility and its relation with the issue of diversity in the business environment has been gaining resonance in different countries. In Brazil, similarly, there are many organizations that have already awakened to the fact that diversity affects the organizational environment as well as can be beneficial to it. Organizational diversity can even become a competitive advantage over other competitors. The purpose of this research is to contribute to this debate through a case study about the company Braskem aiming to address the evolution of its diversity program to it with a focus on the actions related to gender.