139,314 research outputs found
Conclusion
No full textThe combination of studies rooted in different disciplines has offered the opportunity to broaden the analysis of the main implications of digitalization on work and work relationships beyond the boundaries of the single disciplines. This chapter first summarizes the main suggestions for multidisciplinary reflection flawing from the comprehensive analysis of the studies included in the book, and then focuses on the question that cuts across all of them: How to regulate the digital transformation of work relationships with a view to ensuring adequate protections for digital workers’ interests and rights. This issue asks for an interdisciplinary perspective of analysis. The chapter highlights the conditions to achieve this end and draws attention to some bridging analytic categories that could help scholars with different disciplinary backgrounds to address the above issue
Organization as Collective Rule-Making
No full textThe idea that the individualistic-contractualistic view of the work relationship has insufficient regulatory power is attracting renewed attention from jurists, especially in Italy. Consequently, a number of prominent labor law scholars are calling for a dedicated thematization of the “third,” or “collective-relational” dimension of the work relationship, as a distinct component from the individual and the collective-trade union dimension, concerning the coordination of interdependent workers and jobs in the organization. With a view to contributing to this debate, this chapter aims at shedding light on the organizational roots of that dimension. To this end, it focuses on and illustrates two options for interpreting coordination drawn from organizational theory—i.e., predetermination and processual regulation—which reflect two different ideas of the organization and of the workers’ participation in the regulation/coordination of interdependent/cooperative actions. The chapter argues that only by means of an epistemological turn to a processual perspective on organization and regulation/coordination, scholars can go beyond the long-standing and still unresolved opposition, in labor law debate, between contract and organization
“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 textDoes 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
Autonomy in and Outside the Employment Relationship: An Organizational Perspective
No full textThis chapter focuses on the interpretative challenges that digitalization and its possible implications on the regulation of work pose to organizational and labor law scholars. It firstly considers the current organizational debate and points to the mainstream organizational scholarship’s inability to clarify if organizational changes associated with digitalization might indeed enhance workers’ autonomy. Then, it turns its attention to the labor law debate on the autonomy versus subordination traditional legal categories and the proposals advanced to address the regulatory problems that dichotomy engenders in the light of the empirical trends associated with the digitalization of work. Against this background, the essay draws attention toward concepts and analytic distinctions drawn from non-mainstream organizational theories which reflect a processual conception of organization, highlights how they may inform the empirical analysis of the organizational regulation of work and summarizes the insights they offer into the issue of autonomy in and outside the employment relationship
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
Cartografías de barrio ¿cómo construye su identidad República de la sexta?
No full textEl siguiente escrito relata el proceso de realización de la tesina de grado Cartografías
de Barrio. ¿Cómo construye su identidad República de la Sexta? Mediante esta relatoría
se pretende dar a conocer el desarrollo llevado a cabo para producir el material, como
también el abordaje teórico conceptual que atraviesa a las producciones.Fil: Curzi, Gisela. Universidad Nacional de Rosario. Facultad de Ciencia Política y Relaciones Internacionales. Escuela de Comunicación Social; Argentina
L'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
No full textLo 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
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