1,720,982 research outputs found
“Fabbisogni di conoscenza ed esigenze formative nella nautica da diporto: la produzione di yacht e megayacht”, CDRom,Confindustria Marche,Ancona,25 settembre 2008
No full textL'introduzione delle ICT nelle piccole-medie imprese: il rapporto tra cambiamento tecnologico e cambiamento organizzativo
No full textCapacità lavorativa e organizzazione: un’analisi sistematica della letteratura
Full text linkLo studio presenta una revisione sistematica della letteratura sulla capacità lavorativa, intesa come l’equilibrio tra le risorse individuali e professionali del lavoratore e le richieste del lavoro, un tema particolarmente rilevante nel contesto dell’invecchiamento della forza lavoro e dell’aumento delle patologie croniche. L’analisi di 32 articoli selezionati, a partire da un totale iniziale di 10.421, si è posta quattro obiettivi principali: esaminare i modelli teorici impiegati, valutare le implicazioni associate alla capacità lavorativa, indagarne le determinanti e individuare eventuali interventi organizzativi. I modelli teorici più frequentemente utilizzati sono il Job Demands-Control e il Job Demands-Resources. I risultati evidenziano che la capacità lavorativa è influenzata da molteplici
fattori organizzativi (come il supporto dei colleghi o l’autonomia), ma pochi studi analizzano i suoi effetti su esiti come il turnover, e raramente vengono considerati fattori extra-lavorativi, legati alla sfera familiare e sociale. Inoltre, non emergono evidenze sull’efficacia di interventi organizzativi volti a migliorare la capacità lavorativa. La revisione offre quindi un quadro aggiornato della ricerca sul tema, suggerendo direzioni promettenti per studi futuri
Understanding the stressful implications of remote e-working: Evidence from Europe
Full text linkThis paper investigate the importance of different modes of spatial flexibility as well as of the distinction between autonomy and discretion to find plausible explanations of the so-called autonomy paradox, that is the more the job autonomy that remote e-workers have the greater the effort they put into their work with adverse effects on work-related stress. Using multiple regressions, we test the hypotheses regarding the direct influence of autonomy, discretion and work intensification as well as their interaction effects on occupational stress in two subsamples of 1.380 home-based e-workers and 2.574 mobile ones drawn from the 2015 European Working Conditions Survey. The main findings are as follows. Home-based eworkers perceive that autonomy (namely over work goals) directly decreases occupational stress and buffers work intensification (i.e. autonomy over work goals and in the organizational choices of their department/company). In the context of remote e-work, discretion is more likely to boost the stressful impact of work intensification when work is mobile, demanding to managing complex relationships with a high number of different interest groups and thus more uncertain. At the same time, we do not find that autonomy increases work intensification, neither among mobile e-workers, nor among home-based eworkers (for whom it buffers the adverse impact of work intensification). In summary, this study does not confirm the existence of an autonomy paradox associated with remote e-work. Contrarily, it suggests that such a paradox is more likely to surface when research is based on the JD-C and JD-R frameworks or other approaches that like the former ambiguously define autonomy in terms of what should be more properly conceptualized as discretion
ICT E PMI: un modello per l’analisi dei processi di adozione e implementazione dei nuovi Sistemi Informativi nelle imprese minori
No full textLo stress lavoro-correlato: dalla valutazione alle misure organizzative di prevenzione
No full textQuesto breve saggio è dedicato all’illustrazione di un approccio allo stress lavoro-correlato che supera i limiti della prassi prevalente e ristabilisce la centralità dell’organizzazione del lavoro nell’eziologia e conseguentemente nella prevenzione dello stress lavoro-correlato. Secondo gli orientamenti normativi e giurisprudenziali in materia, gli obblighi datoriali di prevenzione sono innanzitutto primari; la valutazione cioè deve essere innanzitutto finalizzata alla diagnosi e all’intervento sulle caratteristiche
organizzative della situazione di lavoro che influiscono sull’insorgenza dello stress. Il saggio argomenta che la scelta degli strumenti e delle modalità di valutazione impatta in
maniera decisiva sulla capacità di ottemperare a tale obbligo. Gli strumenti e le prassi di valutazione oggi più diffusi hanno certamente una valenza diagnostica della presenza di
un problema di stress lavoro-correlato e forniscono informazioni utili a orientare la ricerca delle soluzioni; essi, tuttavia, non bastano per risalire alle cause organizzative dei
problemi rilevati, e quindi per individuare quale sia lo specifico intervento organizzativo da realizzare in concreto in quanto adeguato alla prevenzione del problema. Nell’intento
di contribuire a colmare questo gap, il saggio propone e illustra un approccio alla valutazione dello stress lavoro-correlato interdisciplinare e mixed-method, che combina in
modo razionale ed efficiente indicatori oggettivi e soggettivi, analisi organizzativa (propriamente detta) e intervento nelle situazioni di lavoro stressogene (eventualmente)
identificate. In questo approccio la valutazione dei rischi e la diagnosi dei problemi non sono separate dalla individuazione delle scelte organizzative che possono averli generati,
e dalla progettazione delle conseguenti misure di prevenzione
Realising human-robot collaboration in manufacturing? A journey towards industry 5.0 amid organisational paradoxical tensions
Full text linkHuman-robot collaboration is envisioned as a cornerstone of the future ‘ideal’ industry (Industry 5.0)—resilient,
sustainable, and human-centred. While this goal has not yet been fully realised, advancements in collaborative
robotic technology are expected to accelerate progress. Central to this vision is a workforce equipped with the
skills necessary to collaborate effectively with robots in ‘ideal’ hybrid teams. Existing literature widely supports
this optimistic outlook, suggesting that with the right technological developments, workforce reskilling and
upskilling, and the resolution of key ethical and social concerns, human-robot collaboration in manufacturing
will eventually become a reality. In this paper, we draw on a one-year field study that engaged with 39 representatives
from industry, research, and other key stakeholders in both the technical and human factors of
collaborative applications. Using constructive grounded theory and abductive reasoning, we challenge the
assumption that the trajectory towards human-robot collaboration is straightforward or can be resolved through
a one-time solution. Instead, our results reveal a journey marked by a series of paradoxical tensions, providing a
fresh perspective on the complexities and unexpected empirical ‘surprises’ that define the transition towards
Industry 5.0. We employ Paradox Theory to examine and elucidate this evolving journey, where paradoxes—
such as automation vs augmentation, technical efficiency vs human wellbeing, and exploration vs exploitation—
emerge, shift, and are managed in unexpected ways, revealing interdependencies between different types
of responses across micro, meso, and macro levels of analysis. Extending beyond current theorisations on the
implementation of Industry 5.0, our study contributes substantively and theoretically to understanding the
evolving socio-technical complexities that shape this transition, highlighting the interplay between technological
advancements, organisational dynamics, and workforce adaptation
Does Control Change Nature in Industrial Digital Work? A Secondary Analysis of the 1991–2015 European Working Conditions Surveys
No full textThe aim of this chapter is to identify the prevalent trend in control and surveillance in industry since 1990 to present, focusing in particular on the differences between highly digitalized and traditional workers. The authors elaborate three ideal-types of management control, namely Controlled Autonomy, New Tayloristic Control, and Panopticon Control. Then, they analyze data from the 1991–2015 European Working Conditions Surveys. The findings show a growing trend toward forms of control approaching the ideal-type of Controlled Autonomy, particularly among digital workers. Highly digitalized industrial work practices offer greater opportunities for workers to develop new skills and exercise their autonomy. Such an autonomy, however, has an individual rather than a collective character, does not concern strategic organizational objectives and goes along with work intensification. At least in the countries, sector and period considered in the analysis, it seems that digital workers are not able to get out of a growing loneliness, to raise the level of social conflict and to oppose real autonomy to management. The study contributes to the stream of critical research on new post-fordist work practices, which today gains new momentum thanks to the digital transformation of work
AMO-enhancing practices, open innovation and organizations’ innovation in the European context: testing a mediation model
No full textThe literature has recognized the key role of the HRM practices for enhancing firms’ innovative performance.
At the same time, scholars have consistently demonstrated open innovation to be an effective approach for
boosting companies’ innovative outcome. Nevertheless, academics have largely overlooked to investigate
the complex relationship between HRM practices, open innovation and organizations’ innovativeness.
Using the AMO framework as analytical lens and data drawn from the European Company Survey 2019, a
large-scale representative dataset at European level, this study investigates the direct and indirect
relationship between the ability, motivation and opportunities-enhancing practices and firms’ innovation
capacity, hypothesizing a potential mediating role of open innovation.
The results show that companies that motivate workers and give them the opportunity to contribute with
their skills, knowledge and abilities not only have higher probability to innovate, but also are more inclined
to collaborate with external partners. Moreover, open innovation not only enhance the innovation capacity
of the firm, but also partially mediates the relationship between HRM and organizations’ innovativeness.
These results shed further lights on both “the human side” of open innovation, as well as in the mechanisms
linking HRM practices with innovation
PERFORMANCE APPRAISAL AND INNOVATIVE WORK BEHAVIORS
No full textEmployees’ proactive behaviors aimed at generating, disseminating and implementing new ideas in the workplace are key strategic assets for organizations in the current competitive environment.
Despite its utmost important role in ensuring the alignment between individuals’ goals and behaviors and the organization’s strategic goals, to the best of our knowledge extant empirical research has neglected to investigate how the debated HRM practice of performance appraisal may contribute to employees’ innovative work behaviors. Thus, drawing on the insights provided by the signaling theory of HRM (Bowen and Ostroff, 2004), our research aims at exploring the relationship between the employees’ perception on the main characteristics of the performance appraisal system - in terms of ‘how’ the appraisal may be conducted and ‘what’ may be evaluated - and the effectiveness of this system in promoting individual work-related innovation.
We carried out a survey on 865 employees working in large, multinational firms located in Italy operating in several sectors. Our findings suggest that formality of performance appraisal does not have a positive impact on employees’ perception that appraisal boosts individual innovative work behaviors. Furthermore, even though we found that performance appraisal focused on employees’ results - instead of behaviors - affects positively its perceived positive impact on work-related innovation, our results show a stronger perceived positive relationship between the appraisal of new competences developed by employees and their innovative work behaviors. These results provide a twofold contribution. On the one hand, they add to the recent debate on the effectiveness of traditional formal appraisal processes. On the other hand, our results contribute to extant literature on the importance of employees’ perception of HRM practices as determinants of individual creativity and innovation in organizations
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