1,720,962 research outputs found
Risorse umane internazionali: cultura, competenze, strategia
No full textInternazionalizzazione: è la parola che più di frequente appare nelle agende di manager, professionisti, imprenditori e anche studiosi. Per le aziende, il superamento dei confini nazionali, linguistici e culturali è una dimensione con cui confrontarsi e misurare le proprie capacità organizzative, strategiche e di visione.
Il passaggio internazionale è diventato sempre più una necessità nei percorsi di carriera indipendentemente dalle dimensioni aziendali. I processi di internazionalizzazione richiedono manager preparati non solo dal punto di vista tecnico, ma soprattutto capaci di adattarsi ai diversi contesti e saperli interpretare per le finalità strategiche dell'azienda.
Questo volume esamina le tematiche organizzative dell'internazionalizzazione, mettendole a confronto con l'esperienza e le sperimentazioni compiute dalle aziende italiane.
Il testo riporta al dibattito statunitense ed europeo sull'International Human Resource Management con un'analisi dei modelli e delle pratiche e presentando casi italiani di multinazionali, di medie aziende e testimonianze di manager.
Le attività di gestione del personale all’estero sono considerate anche dal punto di vista individuale, data l'importanza di includere nella progettazione di attività organizzative riflessioni sull’equilibrio tra vita privata e vita lavorativa
Gender differences and motivation to lead: how role characteristics and training and development practices influence career choice
No full textThis paper examines the antecedents of the decision to apply for leadership role by taking into account both individual and organizational factors and the moderating effect of gender on the relationship. A survey (Study 1) and a factorial study (Study 2) were conducted. First, the Motivation to Lead (MTL) scale was administered to 108 participants. Secondly, profiles of hypothetical open leadership positions were presented (N=539) and specific applying decisions were rated by respondents. Multilevel analyses indicated that that Affective and Social-normative MTL are significant predictors of the intention to apply for leadership role. With regard to the characteristics of the leadership position, task complexity, monetary reward and T&D are positively related to the intention to apply; while a relocation tends to reduce it. Moreover, interaction effects showed that a high level of Social-normative MTL leads to the increase in the likelihood to apply for female employees. In terms of task characteristics, a complex task increases the intention to apply more for women than for men, while high team diversity seems to lower men's intention to apply whereas it enhances the likelihood to apply for women. Finally, mentoring increases the women’s likelihood to apply for leadership roles, whereas it seems almost unrelated to men's intention to apply
Intergenerational conflict in the workplace: the influence of work value orientation
No full textThe aim of the present research was to investigate generational differences in work values and intergenerational conflict within organizations. Informed by both the generational cohort perspective and self-determination theory, this exploratory study examined the relationship between work value orientation and perceived conflict among generational groups. Data was collected from a sample (N=213) of employees at seven Italian subsidiaries of multinational companies. The results showed that having an extrinsic, rather than an intrinsic, work value orientation was positively associated with perceived intergenerational conflict. Furthermore, organizational support – in the form of employee recognition and retention – was found to play a key role in reducing perceived intergenerational conflict
The role of organizational learning culture in stimulating job crafting
No full textPurpose This paper aims to expand the job crafting perspective by examining the role of organizational learning culture in enhancing job crafting.
Design/Methodology This cross-sectional study is based on questionnaire data of 790 Italian employees working in 10 different companies (e.g., finance, telecommunication, manufacturing). SEM was applied to analyze how organizational learning culture as well as job characteristics (e.g., autonomy, skill variety, etc.) and demographic variables affect job crafting.
Results Employees were more prone to craft structural and social job resources and to decrease hindering job demands when they perceived a high organizational learning culture. However, organizational learning culture had no impact on crafting challenging job demands, whereas autonomy and skill variety had a more prominent influence on this job crafting form. Moreover, as employees get older their job crafting behaviors decrease.
Limitations Cross-sectional data do not allow us to establish causal relationships.
Research/Practical Implications These findings suggest that, to the extent that a company continuously creates learning opportunities, promotes dialogue and encourages collaboration among employees, it is more likely that its employees will adopt job crafting strategies. Practical implications are discussed with a specific focus on how HRD professionals can foster job crafting strategies by supporting a positive organizational learning culture.
Originality/Value Previous research suggests that employees proactively change and adapt some aspects of their jobs but more research is needed to identify what contextual factors stimulate job crafting. By addressing this research gap, this is the first study examining the effect of organizational learning culture on job crafting
La gestione delle Risorse Umane in Italia : Report dei risultati della ricerca Cranet 2015
No full text
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Variations on the Author
Full text link“Variations on the Author” discusses two of Eduardo Coutinho’s recent films (Um Dia na Vida, from 2010, and Últimas Conversas, posthumously released in 2015) and their contribution to the general question of documentary authorship. The director’s filmography is characterized by a consistent yet self-effacing form of authorial self-inscription: Coutinho often features as an interviewer that rather than express opinions propels discourses; an interviewer that is good at listening. This mode of self-inscription characterizes him as an author who is not expressive but who is nonetheless markedly present on the screen. In Um Dia na Vida, however, Coutinho is completely absent form the image, while Últimas Conversas, on the contrary, includes a confessional prologue that moves the director from the margins to the center of his films. This article examines the ways in which these works stand out in the filmography of a director who offers new insights into the notion of cinematic authorship
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