Abstract Lean methodologies have been implemented in various sectors, helping to improve the overall efficiency and performance of organisations. The aim of this research is to investigate the relationship between Lean and occupational safety and its impact on people’s behaviour. To this end, a survey was developed and a statistical study carried out. The survey was sent to 4381 companies, from which 289 responses were received from 12 different countries. The Cronbach’s alpha value obtained was greater than 0.86, which indicates that the internal reliability/consistency of the results is very good. Through the statistical study it was possible to conclude that the approaches with the greatest contribution to cultural change in terms of occupational safety are 5S, Standard Work and TPM. It was also concluded that the implementation of Lean practices has a positive impact on people’s behaviour, and that these results differ depending on whether the company is located in Portugal or not. Furthermore, Lean proved to have a very positive impact on performance indicators, especially in companies located in Portugal, regardless of the sector of activity. The results also show that the contribution of Lean management to occupational safety system is very important in different sectors and is influenced by the sector of activity and by the company’s location, and that the impact of the occupational safety system on people’s behaviour was considered very important, with little influence from the company’s location and no influence from the sector of activity. This comprehensive research provides a body of knowledge that is expected to provide positive insights for Lean practitioners, managers and academics.

In this study, the relationship between service quality, customer satisfaction, and behavioural intention is investigated within a specialised nautical sports centre that offers kitesurfing in Portugal. Using a path analysis model, this study aims to evaluate the effect of the dimensions of service quality on satisfaction and behavioural intention, as well as the effect of satisfaction on the customer’s behavioural intention. According to the results, customer satisfaction is influenced directly by service quality dimensions such as responsiveness, assurance, empathy, and tangibility. This, in turn, positively impacts their behavioural intention to make future purchases. The responsiveness dimension directly affects behavioural intention, while empathy contributes to it indirectly through customer satisfaction. This study addresses a gap in current water sports research by examining the antecedents of customers’ behavioural intention, for the first time, to a nautical sports centre, deriving important managerial implications. Thus, to increase customer satisfaction and increase the likelihood of repeating their experience, it is advised that the sports centre implement clear work procedures, offer training to staff on responsiveness and empathy, and regularly gather feedback from customers to facilitate continuous improvement of their service design.

According to Muchinsky (2000), the activity in which humans are most involved in their lives is work. Thus, there is an increasing trend towards the humanization of work. Consequently, it is imperative to study the best ways to manage human resources in 21st-century organizations. The main objective of this study is to understand the influence that psychosocial risks in the workplace may have on the personal lives of employees in a Higher Education Institution (HEI), through the application of the Portuguese version of COPSOQ II. Both exploratory and confirmatory statistical analyses were conducted on the results to determine if factors related to work could influence aspects of personal life. It was concluded that great importance is given to employment and that factors related to the professional realm can indeed influence dimensions of these employees' personal lives. Among other things, it was observed that, in the case of the analyzed HEI, cognitive demands directly impact job satisfaction, quantitative demands have direct effects on work-family conflict, and job satisfaction directly influences somatic and cognitive stress. On the other hand, it was found that work-family conflict is primarily influenced by quantitative demands, highlighting the importance of a well-balanced distribution of workload among employees and the definition of concrete objectives.