1,720,966 research outputs found
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
An Empirical Model of University Talent Management: how to enhance student employability
No full textUniversity talent management: an experimental design to enhance student's employability
No full textTalent management experiment proposed to enhance employabilities of students in university in the work world. First experiment based on a reasearch realized in collaboration with California State University (Sacramento) and in University of Pavia. It are presented the conceptual framework, the research methodology end the first results
Do Personal and Soft Skills Matter in Research - Industry Cooperation? An Experimental Qualitative Study
No full textTo 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
Humanistic 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
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
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
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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