Abstract
The emergence of the so-called "European Paradox" shows that increasing Governmental R&D Investment is far from being a 'panacea' for stagnant growth. Surprisingly, Governmental R&D Employment does not contribute to 'mass-market' employment, despite its important role in reducing Youth-Unemployment. Despite the negative side-effect of Governmental R&D Employment on economic growth, University R&D Employment appears to have a quite important role in reducing Unemployment, especially Youth-Unemployment, while it also does not have a downside in terms of economic growth. Technological Capacity enhancement is the most effective instrument for reducing Youth-Unemployment and is a policy with a quite robust effect regarding sustainable economic development.

Abstract
The purpose of this work was to collect information about how technology influences children nowadays, in Portugal, an intermediate technology country in the European Union. The methods used were interviews and questionnaires presented to children (a total of 38 children), parents (15 parents) and teachers (three teachers) in order to find out how they feel about today’s technological devices and how they think they can influence the society of the future, and whether they have a negative or positive impact or both. The methods selected were seen to be the best to obtain the desired answers, because public opinion is assuredly a good way to receive feedback about various contemporary products and phenomena. The conclusion was that every child in the sample owns digital devices and this influences them mostly in a positive way, in the opinion of their parents and teachers. Technology can also influence them in a negative way, but only if used so much that it becomes an addiction, affecting the child’s attention in school, as well as their daily activities. The motivation to do this research study was mainly that one of the authors has four children and can see the profound changes inflicted in them by technology versus older generations and thus an exploratory study into technological change brought on by devices, gadgets and social media was decided upon. © Springer Nature Switzerland AG 2019.

Abstract
Since the emergence of the Global Village, the information flow changed drastically. Digital Technologies changed how people communicate, how they access information and how they share it. It gave people an unlimited exposure to information and knowledge. However, it also seemed to limit it. Recommendation algorithms are used in order to provide a customized experience that captivates users. Although they play an important role in selecting information that is considered relevant to the user, significant information/content may be omitted. Consequently, users end up closed in a bubble of limited information, which affects critical thinking skills and appears to influence and guide personal opinions. Little attention has been given to the negative effects of information bias on people’s critical thinking. Thus, it is hoped that this study will at the same time educate and bring awareness to this issue. In a survey we performed (with 117 answers) the majority of the survey sample (approximately 54,7%) revealed discomfort regarding the storage and filtering of data. Interestingly, 29,9% of the participants were found to be indifferent regarding this issue. From these results, the authors can conclude that, although most of the participants feel uncomfortable, they prefer to be passive about this, which reinforces the idea of conformity and the false sense of organization mentioned herein. An interview with an expert in the area drew attention to the fact that social pressure most often leads users to comply and rely on the group’s beliefs and attitudes, which facilitates social relationships and avoids confrontation. © Springer Nature Switzerland AG 2019.

Abstract
Most business enterprises are small and medium-sized enterprises (SMEs), and many of them are without a human resource and recruitment department. Thus, one of the challenges that organizations currently face is to find a strategy to retain and attract talent. To overcome this difficulty, enterprises must invest in employer branding policies and be aware of the factors that differentiate them from others when attracting employees. This study aims to develop an employer branding model applicable to SMEs, to increase and enhance the attraction and retention of talents. An exploratory approach based on a quantitative perspective was adopted to develop an employer branding model applied to SMEs, with two major reference employer branding models and frameworks used as the main support. The model of employer branding was applied to SMEs regarding four dimensions, whereby essential questions are asked, namely (1) organizational culture (e.g., do employees have a job description aligned with the corporate culture?), (2) company strategy (e.g., what is the strategy if business volume decreases?), (3) company reputation (e.g., how do you perceive and treat negative feedback?), and (4) reward systems (e.g., do you feel that your employees are motivated intrinsically or extrinsically or both?), ordered by layers based on a logical sequence. The new proposed model is expected to serve as a useful strategic tool and as a basis for attracting, retaining and managing talent, specifically in the SMEs context. This new model provides a set of strategic and competitiveness benefits for SMEs, while contributing to making enterprises more profitable. The model also contributes to SMEs having a better image and reputation, enabling them to stand out from others in the war for talent.

Abstract
Individuals currently spend a considerable part of their day-to-day lives interacting with computer or smartphone screens. This study seeks to contradict this and is based on participant observation during a trip from 16-28 August 2018, to Istanbul and to South Asia. We have found that the role of technology may be a medium which shows that we are similar in many ways, despite being separated by large distances and by language. Observation is essentially a tool to uncover meanings, which a visitor and researcher may see. In particular, in the Maldives, on Meedhoo island, we saw a superior form of living. Harmony was the main element we saw on the island, including between genders, which we saw as being equal, despite what is to be found written in the media about certain cultures and religions. Albeit, Istanbul, in Turkey, revealed a culture that still remains very different from the West.

Abstract
The main purpose of this case study was to identify the perception that people with a disability have about the concept of organizational innovation. Therefore, we aimed to provide an answer to the following research question: "How do people with a disability innovate?". The idea for doing this study emerged due to the lack of information and knowledge about the subject. We live in an era when it is easier to see people who suffer from a mental or physical malaise working in institutions or companies - more so than several years ago. Furthermore, people currently have a better understanding about the importance of embracing all individuals in society, and how it is necessary to give them all the same opportunities and to accept them in the business environment. At the same time that companies and institutions are accepting these people there may still be some gaps that make disabled people's work more difficult, resulting in a need to innovate in order to find new ways to overcome some obstacles that appear in their day-to-day lives. The way that people with disabilities modernize and modify some "basic" tasks may lead to a result that may be more productive and profitable for them and/or for the organization where they are inserted. To achieve that productivity and profitability, and also to boost their self-esteem, it is important to make sure that all the necessary tools are provided and that continuous monitoring is implemented to support these employees - creating not only a better understanding of their point of view but also improving their global efficiency. This is a qualitative study based on personal interviews with disabled people as well as being based on interactions with other employees at a major Portuguese university. The intention is to contribute to the increase of information in this area through a direct study with stakeholders while, additionally, adding to the perception of how coworkers and customers face and deal with disabled workers and whether they consider them capable of innovating or driving innovation. This case study concludes with some final considerations about the lack of opportunities given to disabled people which affects the evolution of their work in the workplace.