The quality of life at work has been one of the most important aspects to be considered by a given organization to achieve pre-defined objectives. Thus, this research aims to analyze the level of satisfaction with the quality of work life (QWL) of the employees of the Higher Institute of Defense Studies “Lieutenant-General Armando Emílio Guebuza” (ISEDEF) according to Walton’s model. A conceptual framework was built through a bibliographic and literature review. The instrument used for data collection was a questionnaire applied to 97 military and civilian personnel in August 2019. The results show that the general level of satisfaction with QWL is moderate, requiring an improvement in living conditions so that military education and training continues, as well as the development of models that enable the realization of benefits according to the social and economic level in the country.

The European defense industry is undergoing profound upheavals, and traditional innovation models may no longer be adequate. For this reason, further investigation is needed to know if the triple helix (TH) is suitable for one of the most influential industries in the world. If not suitable, it is necessary to identify which type of n-helices are appropriate. This article follows an embedded case study research strategy that uses several sources of data collection such as interviews with active-duty military personnel, scholars, the defense industry, and interagency professionals. Field notes and official documentation were also collected for corroboration and triangulation purposes. The results showed that the defense industry is increasingly globalized, leaving the national sphere and weakening the action and participation of European Union governments. This research resulted in the design of a quintuple helix innovation model for the defense industry, which was based on a TH combined with technology and the natural environment. We concluded that the traditional TH may not be adequate for the entry of new supranational players and that political contributions are subject to a further response by the European states. Scientific research is also needed, especially in Asian and American countries, which have national defense policies different from those of Europe.

As climate change is at the top of the world’s agenda, the armed forces and other defense actors must give a signal that they are environmentally responsible. In this regard, the defense industry should be one of the first actors to devise new strategies and actions aimed at reducing the environmental footprint. This article focuses on the measures being taken by the defense industry and the armed forces, and on how technology, the circular economy (CE) and Lean principles can contribute to a better environment. A qualitative multimethod research model was used, covering more than one research method, such as a systematic literature review and a case study research. Although the literature highlights that the defense sector in Europe is far from being a green actor, a transition to the CE was identified. In that regard, the European Union (EU) defense industry has been a key player in CE R strategies, such as: repurpose, remanufacture, repair, reuse, reduce and rethink. The contribution of new technologies has empowered military equipment to acquire enhanced characteristics, such as material resistance, while EU technology centers have been instrumental in a green transition. Additionally, more comprehensive research is needed in order to allow generalization of the results.

Organizations are continuously pushed to be more competitive, with a broader strategic planning framework that deals with sustainable dilemmas and creates new demands for inclusion. This study aims to investigate the relationship between environmental responsibility and workforce retention, as well as the role of environmental responsibility in strategic planning. The findings of this research will contribute to a greater understanding of how social responsibility can improve employee retention and lead to a more efficient and effective outcome. Using a quantitative method, we surveyed n = 311 respondents and conducted a bibliometric analysis using the Web of Science and ScienceDirect databases to gather relevant information on the topic. The findings of this study will provide insights into how social responsibility can improve employee retention and enhance organizational efficiency and effectiveness. The results address the value of implementing environmental guidelines in strategic planning, the contribution of top management, and pro-environmental policies with the intention to apply them, and encourage the sharing of knowledge and best practices.

The purpose of this study is to determine how leaders are overcoming remote work and team management challenges while navigating the pandemic context that we are now facing. The relevance of this research is based on the approach to leadership theory, articulating them with the remote work and teams management theories. To formulate the research problem, we considered two analytical dimensions, remote leadership and the competencies anchored, which help to understand how nowadays leaders adapt to remote-work throughout the Covid-19 pandemic. A qualitative method was applied, and interviews by questionnaire were conducted to obtain 40 responses. As teams suddenly were pushed into remote work settings, valuable opportunities have arisen to learn more about: (1) which are the most used and intuitive digital tools, (2) which are the main challenges faced by leaders, (3) what their teams expect from them when facing a crisis. The results show that remote leadership is crucial while moving forward to Society 5.0 as technology becomes more and more present in our lives (Fukuda, 2020), the existence of three dimensions that need work while promoting work-life balance, and developing the right soft skills to help teams. The main goal of this study is centered on the research of relevant leadership competencies, practices, and techniques that can contribute to overcoming the challenges that may arise in remote team settings and contribute to the body of knowledge on the subject of Covid-19. The findings point out the belief or disbelieve of remote work efficacy, the new role of managers and the continuous use of technology for the development of their daily work, and the renovation of skills to have better performance.