Bruno Fernandes

Bruno Henrique Rocha Fernandes holds a Ph.D. in Business Administration from the University of São Paulo (2004), including a doctoral exchange period at the University of Cambridge, United Kingdom (2003). He also earned a Master's degree in Business Administration from the Federal University of Paraná (1996) and a Bachelor's degree in Business Administration from the University of São Paulo (1992).

He is currently Director of Specialization Programs and Full Professor at Fundação Dom Cabral (FDC). He also serves as a Visiting Professor at Woxsen University (India) and Burgundy School of Business (France), and is a permanent faculty member of FDC’s Professional Master's Program in Business Administration.

His expertise lies in Strategic Human Resource Management, with a focus on leadership, strategy, human resource management processes, and competency-based management.

His current research lines include:

1. Leadership and Organizational Dynamics. This research line examines the interaction between different leadership styles and their effects on individual and organizational outcomes. Topics include the distinction between transformational and transactional leadership, the influence of leadership on psychological safety and workplace happiness, and the impact of entrepreneurial leadership on employees’ innovative behavior.

2. Strategic Human Resource Management, Practices, and the Role of Organizational Actors. This research stream explores the relationship between human resource management models and organizational strategy, with particular attention to the practices and roles of key actors, such as middle managers, in strategy execution. It also addresses contemporary work challenges, including remote work and its implications for productivity, employee satisfaction, gender relations, and interculturality.

3. The T-Shaped Professional: Assessment and Career Paths. This project focuses on the development of an assessment instrument for the T-shaped professional profile. Beyond creating and validating a measurement scale, the research investigates career perspectives for this profile and its prevalence in ambidextrous organizations, among other topics.