1,721,240 research outputs found
To what extent does organizational culture affect employee commitment? An explorative study in italian companies
Full text linkOne of the greatest assets companies have, in order to be successful in today’s economy, is "human capital", and with that also comes the challenge to retain employees within the company itself. For this reason, it is very important to consider "organizational culture" and "employees’ commitment". The aim of this research is to analyze the relationship between these two crucial aspects, with a specific focus on the Italian context. Starting from the review of the extant literature and models, this relationship has been further investigated with the support of statistical analysis to empirically assess which organizational model is more related to a higher level of employees’ commitment. Based on data collected through questionnaires and interviews, the results of the empirical analyses show how the "clan organizational culture style" can generate a higher level of commitment among employees, with employees expressing their commitment in the form of "affectionate commitment". Furthermore, commitment has been found to be related to employees’ age and the size of the firm where respondents work, and not to the nature of the work itself. Moreover, the findings revealed the relevance of "organizational culture" in forming "employees’ commitment". Indeed, firms wanting to increase their employees’ commitment have to create a challenging, fair, and pleasant work environment in which commitment can grow. Additionally, our findings may suggest future studies to focus on the relationship between employees’ commitment and job opportunities, and on the motivations that guide workers' choice between different job opportunities
Talent Management at the University: an experimental design to enhance students’ employability
Full text linkIn Human Resources Management (HRM) literature talent management is considered as an emerging field of research, characterized by lack of clarity. The ambiguity inherent to TM is bound up to the inadequate operationalization of the underlying construct talent, that often is not explicitly defined but just taken for granted. Over the last two decades talent management (TM) is at the center of a big debate and it is in the strategic agenda of organizations. Nevertheless there is a scarcity of empirical research and scholars don’t speak the same language. Furthermore the literature has a narrow and biased approach, based on the unitary and managerial perspective, with strong focus on private sector organizations, multinationals and organizations in the US-context. The present study attempts to shed some light in the empirical implementation of the Talent Management in a public organization, the University of Pavia, with students as targeted population with the expected outcome of enhance their employability. The research design is experimental design for the talent development (TD) treatment with the aim to demonstrate the eventual effectiveness in terms of students’ employability. Talent management is a process that starts with the talent identification and/or acquisition, prosecutes with the talent development and ends with the feedback phase. The present study could be divided in three main parts.
First, the starting and crucial building block for TM is the definition of talent. At this aim the present research includes on one hand a multidisciplinary literature review in divergent streams correlated with the university context (i.e. giftedness, vocational and positive psychology) in order to overcome the lack of clarity about the concept of talent observed in HRM literature; on the other hand a multilevel explorative study inside the organization and in the labor market through semi-structured interviews in order to gather qualitative data about the definition of talent and the content of the talent development. This part adopts the inductive rigor qualitative method
The results of this first part highlight that talent has an object (i.e. the potential in terms of employability), developable and inclusive approach. In other words each student possess talent and can develop in order to excel at one’s personal best.
Secondly, the study analyzes the TD with the experimental design, implemented in synergy with representatives of the labor market. Two online surveys, that serve as pre and post treatment tests, measure some dimensions through scales, validated and not, and adjunctive questions in order to assess the talent of the students (i.e. the potential in terms of employability). After this the TD treatment is administered only to the treated group. The pathway takes part inside a mandatory course in “Management and Economics” at the Department of Pharmacy at the University of Pavia. The TD architecture is based on the DOTS model and include formal and informal training.
Thirdly, the study faces the feedback part with a multilevel approach that entails the individual (students), the organizational (University) and the community level (labor market). In order to verify the results about the effectiveness of the TD implemented the research entails the external evaluation of HR professional. They evaluate through a form CV and job interviews of students, selected randomly in both groups.
The study confirms the effectiveness of the TM process implemented in terms of employability and the related outcome of enhancing the role of the University as a crucial actor for the development of the workforce, leading to the creation of a talent brand with a lot of multilevel positive returns
FARAO: the flexible all-round annotation organizer
No full textSummary: With decreasing costs of generating DNA sequence data, genome and metagenome projects have become accessible to a wider scientific community. However, to extract meaningful information and visualize the data remain challenging. We here introduce FARAO, a highly scalable software for organization, visualization and integration of annotation and read coverage data that can also combine output data from several bioinformatics tools. The capabilities of FARAO can greatly aid analyses of genomic and metagenomic datasets. Availability and Implementation: FARAO is implemented in Perl and is supported under Unix-like operative systems, including Linux and macOS. The Perl source code is freely available for download under the MIT License from http://microbiology.se/software/farao/
Amoretto FARAO TUTHENCAMEN
No full textG&H-ის მიერ იტალიური ტექნოლოგიებით დამზადებული ლიქიორი FARAO TUTHENCAMEN-ი. ეტიკეტზე გამოსახულია ტუტანხამონის ნიღაბი, რომლითაც ის დაკრძალეს. ტუტანხამონის აკლდამა ბრიტანელმა არქეოლოგმა, ჰოვარდ კარტერმა აღმოაჩინა 1922 წელს. დაცვულია ეგვიპტის დედაქალაქის კაიროს მუზეუმშიტუტანხამონი - ამონის ცოცხალი ხატება (ძვ. წ. 1355 - ძვ. წ. 1337) - ეგვიპტის XVIII დინასტიის ფარაონი ძვ. წ. 1347 - ძვ. წ. 1337 წლებშ
An Empirical Model of University Talent Management: how to enhance student employability
No full textHumanistic management. Il benessere organizzativo che rilancia l'etica della virtù
No full textL’articolo intende analizzare come l’adozione dello Humanistic Management nelle organizzazioni favorisca il benessere organizzativo e un’esperienza lavorativa positiva (i.e., positive work experience). Lo Humanistic Management si caratterizza come una gestione dell’organizzazione che mette al centro le persone ed ha come ricadute la motivazione e la soddisfazione dei dipendenti, un forte commitment e delle performances migliori. In questo contributo si intende riflettere sullo stato della tematica e analizzarne l’influenza sull’esperienza positiva dei lavoratori e del benessere organizzativo. Nonostante sia già stato oggetto di studio, la prassi mostra come sia poco utilizzato. A tale proposito, verrà presentato il case study di un’azienda che ha esplicitamente adottato lo Humanistic Management. Attraverso l’analisi del report, pubblicato dall’Amministratore Delegato e dal responsabile risorse umane, e dell’intervista svolta con l’Amministratore Delegato stesso, è stato possibile approfondire le modalità di implementazione dello Humanistic Management, il cambiamento affrontato dall’azienda, i fattori che lo hanno favorito ed i risultati ottenuti
Are female leadership styles culturally universal or specific? A comparative study between Italy and Japan
No full textThe aim of the present research is to analyse to what extent female
leadership styles vary across cultures – by digging more in depth
on how the new “impostor phenomenon” affect successful women
covering leadership position, since, nowadays, women still face
either difficulty in entering the job market or they receive a lower
salary compared to the male counterpart. This has been done
through the analysis of the already existing literature upon the
various leadership styles, gender differences and influences on
leadership styles, and culture. After adopting the cultural definition
and dimensions proposed by Hofstede, an experimental empirical
section started. To explore the main research question, a sample of
female managers and directors working in Italy and Japan filled out
an online self-report survey. The quali-quantitative findings clearly
reveal that leadership style varies according to the culture; while
behaviours related to the Impostor Phenomenon seems to be
universally felt. These results seem to take even more shape in the
light of the social role theory and the Hofstede cultural dimensions
of the two countries. Notwithstanding the obtained results, the
research gives a lot of other suggestions, leaving space for further
studies and consideration in the field of leadership studies,
especially in relation with the female group
DEVELOPMENT OF ANALYTICAL METHODOLOGIES FOR THE MONITORING OF THE ATMOSPHERIC PARTICULATE MATTER
Full text linkThe present research project focused on the development of analytical methodologies for the monitoring of the atmospheric Particulate Matter.
Particulate matter (PM) is one of the main pollutants exceeding the ambient standards for air quality in Europe. In Italy, the mass concentration standards are overcome many times per year, mainly due to the unfavourable meteorological conditions (especially in the Po Valley regions) and to the transportation of the air masses coming from the Sahara Desert (Southern and Central regions). The direct and indirect influence of the PM on human health, global climate change and reduced visibility have led to numerous studies in the last past decades, focusing upon its complex composition, toxicology and the source attribution. The particulate matter is constituted by an heterogeneous mix of components, characterized by a variable chemical composition and different chemical-physical properties that greatly influence its deposition and distribution. For these reasons nowadays it is still very difficult to develop efficient abatement strategies to protect both human health and environment. To achieve these specific objectives it is necessary to focus on some issues that are still not resolved, by taking advantage of both the analytical chemistry and the statistical methods.
One of the “open” issues is the determination of water content in PM. Water plays an important role in the formation of the secondary species starting from gaseous precursors. It is well known that these species undergo gas-particle equilibria influencing the sampling phase and altering the results of the monitoring campaigns but, given the great variability of the measured concentrations, to date, a clear interpretation of these processes has still not been found. More information could be obtained by determining the water content in PM. Moreover, the knowledge of the water amount sampled together with the atmospheric particles on appropriate media could be very useful to establish the water influence on the PM mass concentration as well. Till now, the water determination has been carried out mostly by indirect methods estimating the water adsorbed on not-sampled particles. During the present project a simple method to determine water in PM samples has been optimized and validated, based on the Karl-Fisher theory. The potentialities of the thermal desorption were also explored to study the different types of water linked to the particles. After the validation, this methodology has been then applied to real PM samples collected in geographical areas characterized by several emission sources (traffic, industries, etc.), demonstrating that water is a relevant component of the PM and it influences in a significant way the PM mass concentration especially in samples very rich of secondary inorganic compounds or natural sand. Moreover the type of water present in the atmospheric particles is strictly dependent on the PM chemical composition.
The second part of this project concerned the measurements of the PM at high temporal resolution. Sampling and analysis of PM in real time at high time resolution allow to have some precious information about the temporal variability of the atmospheric pollutants’ concentration, that usually are lost with the 24-hours sampling time. Our attention was focused on a new device able to sample and analyze in real time the atmospheric inorganic ions, the Particle Into Liquid Sampler coupled with the Ion Chromatography (PILS-IC). The instrument in its original configuration is affected by some limits, the high detection limit values that make difficult to apply it in low polluted areas and the low time resolution due to the analysis of the solution contained in the chromatographic loop only at the injection time into the column. These limits were solved modifying the original instrumental configuration, inserting a pre-concentration system. The new optimized system was then validated and applied to a monitoring campaign. The results have been compared with those obtained by other analytical techniques aimed to measure the same species, showing good performance of the new system. The data obtained by using this system were also useful to understand the chemical form in which the ions were present in the atmosphere at the sampling time and allowed to isolate some hot spot pollution events.
The last part of the present project has been carried out at the University of Birmingham (United Kingdom) under the kindly supervision of Prof. Roy M.Harrison and focused on the traceability of the PM emission sources. The knowledge of the emission sources is one of the main objectives in the PM studies, as it is necessary for developing efficient abatement strategies. The Source Apportion techniques are very helpful to reach this objective. In particular, the Positive Matrix Factorization receptor model (PMF) was applied to identify and quantify the PM sources at an industrial area of the Po Valley. This model is very useful to manage large databases coming from the chemical analysis of PM collected during long monitoring campaigns and is able to determine the main PM sources by looking at the correlation of the variables (measured species) at the monitored receptor sites. The variables to process by the model have been chosen with the support of a detailed chemical characterization of PM using a fractionation methodology based on the elemental solubility. The main PM sources in the Po Valley have been identified with the secondary nitrate and the biomass burning, although the industrial nature of the monitored area.
Because of the wideness of the topics they will be treated in separated chapters
The Crucial Role of Green Soft Skills and Leadership for Sustainability: A Case Study of an Italian Small and Medium Enterprise Operating in the Food Sector
Full text linkIncreasing concerns about the human impact on the environment are leading to new
challenges for companies and their employees. Specifically, the food industry is facing the need to
provide sustainable services, requiring a specialized and skilled workforce. This article presents
a case study of an Italian sustainable Small and Medium Enterprise (SME) operating in the food
sector in order to determine the drivers of working for this company, the key skills needed, and the
Green Human Resource Management practices adopted. A total of 13 semi-structured interviews
were conducted with employees and thematically analyzed. The findings showed that soft skills
were perceived as more relevant than hard skills, although the food sector is characterized by high
technical complexity and subjected to several national and international regulations. Moreover, the
crucial role of organizational culture in determining the relevance of soft skills within the company
and in fostering the implementation of the holacracy organizational management method emerged.
Finally, by detecting the relevance recognized to values and soft skills during the recruitment and
selection process, our findings provided some evidence of Green Human Resource Management in
sustainable SMEs
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