1,721,016 research outputs found
Soggetti e sistemi in Economia Aziendale: alcune riflessioni
No full textECONOMIA DEI SISTEMI RETICOLAR
Revegetation of mineral clay soils: shubs and tree species compared
No full textSeveral species of shrubs and trees used in the revegetation of clay mineral soils in Northern Appennine region were compared. The trial site, a quarry land, with clay soil with high pH and a little organic matter was arranged in 3 randomized block designs. The trial tested the following shrub species Rhamnus cathartica, Colutea arborescens, Euonymus europea, Viburnum opulus, Sambucus nigra, Cotinus coggygria, Coronilla emerus, Crataegus monogyna, Ligustrum vulgare, Prunus spinosa, Spartium junceum, Cornus sanguinea, Paliurus spina-christi and the tree species Fraxinus excelsior, Fraxinus angustifolia, Corylus avellana, Sorbus domestica, Prunus avium, Acer monspessulanum, Ostrya carpinifolia, Pyrus communis var. Pyraster, Ulmus minor, Fraxinus ornus and Acer campestre. The present study was designed to test the adaptive response of the species transplanted in clay soil without preparatory tilling or dressing operations. The overall 9 year data indicate differences in the species tested: Spartium junceum, Ligustrum vulgare and Cotinus coggygria were the shrubs adapted to these edaphics conditions and planting practises together with Sorbus domestica, Pyrus pyraster, Fraxinus ornus and Fraxinus angustifolia. Animal damages were also evaluated
Digitalization and hr analytics: A big game for an HR manager
No full textThe purpose of the chapter is to discuss the ongoing HR revolution driven by digital transformation. More specifically, going beyond the simple digitalization of traditional HRM practices (e.g. recruitment 2.0, e-training, etc.), the focus of the chapter is the digitalization of the enterprise, the work processes and practices, and how this impacts on the very nature and features of HRM. Indeed, in a digitally transformed enterprise, actions and decisions at every level (decision making, coordination and control, execution) are increasingly performed digitally and consist in the processing of digital information in the context of digital workflows that are hosted in virtual spaces, which are accessible anytime and anywhere via mobile digital devices. Thus, drawing on a non-deterministic view of the relationship between technology and organization, derived by managerial studies on information systems, we advance the hypothesis that the role of the Chief Human Resource Officier might improve dramatically, both as the designer of the new digital workplace architecture and contents, and in his capacity to support the business by transforming data generated by such digital workplaces into valuable analytics for data-driven HR management
Saussure. Pars construens della teoria della scrittura
No full textLa teoria saussuriana della scrittura, per come è pervenuta dalle trascrizioni di Bally e Sechehaye, è stata oggetto di demolizione quasi all’unanimità. E trampolino per superare la semiotica verso la grammatologia, la traccia immotivata di Jacques Derrida. Si tenterà di capire se la riattualizzazione del pensiero di Saussure attraverso la scoperta degli inediti, la rivalutazione del lavoro sugli anagrammi e il Corso stesso integrato e riveduto, non permettano di ripensare la problematica e di spiegare diversamente la relazione fra grafia e suono in Saussure
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
La diffusione delle People analytics e l’utilità dell’analisi dei dati aziendali
No full textLa datificazione è un fenomeno in forte diffusione. Ogni area aziendale
dovrebbe imparare ad analizzare con strumenti specifici i dati a
disposizione. Ma quante imprese utilizzano software di gestione dei
People data? Vi è una differenza fra società di grandi dimensioni e PMI?
Ecco i risultati di un’inchiesta che ha coinvolto più di 100 HR Manager
di imprese italiane di varie dimensioni, per valutare la diffusione di
questi strumenti e i vantaggi di un’attenta analisi dei dati
Lo 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
Revising the past (while thinking in the future perfect tense)
No full textAccounting for organizational history is essential to any chance process. We argue, however, that the intentional revision of history also can be important. We treat history as malleable, because events and actions from the past are susceptible to reinterpretation as organizations try to align with the way they see themselves in the present and want to see themselves in the future. Because change is a prospective, future-oriented process, whereas sensemaking is a retrospective, past-oriented process, making sense of the future requires an ability to envision the future as having already occured, i.e. to think in the future perfect tense. We offer an initial conceptual exploration of organizational change from a revisonist history perspective that turns on future perfect thinking, a view that enlarges our conceptualization of the ways in which history affects organizational adaptation and change.Tenere conto della storia dell’organizzazione è essenziale per qualsiasi processo di cambiamento. Sosteniamo, tuttavia, che anche la revisione intenzionale di quella storia può essere importante. Trattiamo la storia come malleabile, perché gli eventi e le azioni del passato sono suscettibili di reinterpretazione mentre le organizzazioni cercano di allinearsi al modo in cui si vedono nel presente e vogliono vedersi nel futuro. Poiché il cambiamento è un processo prospettico, orientato al futuro, mentre la creazione di senso è un processo retrospettivo, orientato al passato, dare un senso al futuro richiede la capacità di immaginare il futuro come se fosse già accaduto, cioè di pensare al futuro perfetto. Offriamo un’esplorazione concettuale iniziale del cambiamento organizzativo da una prospettiva storica revisionista che si basa sul pensiero del futuro perfetto, una visione che amplia la nostra concettualizzazione dei modi in cui la storia influenza l’adattamento e il cambiamento organizzativo.Accounting for organizational history is essential to any change process. We argue, however, that the intentional revision of that history also can be important. We treat history as malleable, because events and actions from the past are susceptible to reinterpretation as organizations try to align with the way they see themselves in the present and want to see themselves in the future. Because change is a prospective, future‐oriented process, whereas sensemaking is a retrospective, past‐oriented process, making sense of the future requires an ability to envision the future as having already occurred, i.e. to think in the future perfect tense. We offer an initial conceptual exploration of organizational change from a revisionist history perspective that turns on future perfect thinking, a view that enlarges our conceptualization of the ways in which history affects organizational adaptation and change
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
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