8 research outputs found
Ripensare la gestione inclusiva delle risorse umane: prospettive intersezionali sulla diversità per un'esperienza di lavoro più equa
No full textIl tema della Diversity, Equity ed Inclusion (DEI) ha assunto, negli ultimi anni, una posizione centrale nella ricerca accademica e nella gestione delle risorse umane. La crescente diversificazione della forza lavoro offre opportunità e sfide per le imprese. Sebbene seppure uno degli orientamenti prevalenti nella ricerca accademica (il business case for diversity) riconosca il valore generato dalla diversità, altre ricerche ne evidenziano la complessità quando si considerano le caratteristiche identitarie dei lavoratori, facendo emergere le costellazioni di bisogni personali della forza lavoro.
L'interesse per la DEI è confermato da analisi bibliografiche recenti (Robertson, 2019; Yadav & Lenka, 2019), che mostrano un incremento degli articoli pubblicati. Tuttavia, molta della ricerca si concentra sulla legittimazione della DEI, esaminandone gli esiti, mentre aspetti come le pratiche di gestione delle risorse umane per promuovere l’equità restano in gran parte ignorati (Yadav & Lenka, 2019).
Definendo la diversità come una manifestazione di sistemi sovrapposti di disuguaglianze strutturali della società, rappresentative di relazioni di potere asimmetriche, possiamo declinarne gli esiti in ingiuste distribuzioni di opportunità per individui e gruppi nell’accedere alle risorse. Da qui l’obiettivo della materia: correggere le storture nel sistema distributivo delle risorse, adattandole alle istanze individuali generate dalle diverse caratteristiche identitarie di lavoratori e lavoratrici. La complessità aumenta con l'adozione di una prospettiva intersezionale (Crenshaw, 1989; Collins, 1992), che riconosce come molteplici identità influenzino simultaneamente la distribuzione delle opportunità, bilanciandosi o aggravandosi reciprocamente.
I sistemi di performance management, tra le pratiche di gestione delle risorse umane, sono fondamentali per comprendere le dinamiche di equità. Analizzando come le imprese valutano i dipendenti, si possono dedurre valori e aspettative organizzative che definiscono implicitamente il "lavoratore ideale" (Acker, 1992, 2006), generalmente un uomo bianco, eterosessuale, cisgender, abile e privo di responsabilità di cura.
La tesi si compone di tre articoli di ricerca. Il primo capitolo adotta la metodologia della systematic literature review (SLR) per individuare pratiche inclusive relative ai sistemi di performance management e DEI. Due round di SLR hanno permesso di identificare un sistema di pratiche inclusive presenti nella letteratura e di evidenziare quante pratiche restino non considerate a causa dei rigidi canoni della SLR, fornendo una prospettiva critica sul metodo.
Il secondo capitolo esamina l'effetto sul benessere dei lavoratori dei sistemi di performance management orientati allo sviluppo delle competenze- (developmental), spesso identificati come inclusivi (Ganji et al., 2023; Hoobler et al., 2014; Hopkins et al., 2008). L’analisi, basata su un questionario somministrato dai ricercatori ad un campione di lavoratori italiani e su un modello di interazione a tre vie, valuta l’impatto di questi sistemi sul benessere di uomini e donne di diverse età, mostrando come essi favoriscano in particolare giovani donne e uomini anziani.
Infine, il terzo capitolo presenta un'indagine qualitativa sull'inserimento e inclusione di donne vittime di violenza e discriminazione intersezionale nel mercato del lavoro. Attraverso interviste narrative condotte con donne, tutor di centri antiviolenza e imprese coinvolte, è stato possibile esplorare il loro percorso di reinserimento lavorativo. L’analisi, basata sul metodo Gioia (Corley & Gioia, 2011), ha portato alla creazione di strumenti per monitorare e valutare l’esperienza lavorativa, successivamente applicati a tre casi di reinserimento.The topic of Diversity, Equity and Inclusion (DEI) has taken centre stage in academic research and in the design of human resources management systems in recent years. The increasing diversification of the workforce offers opportunities and challenges for companies. Although one of the prevailing orientations in academic research (the business case for diversity) recognises the value generated by diversity, other research points to its complexity when considering the identity characteristics of workers, bringing out the personal needs constellations of the workforce.
Interest in DEI is confirmed by recent literature reviews (Robertson, 2019; Yadav & Lenka, 2019), which show an increase in published articles. However, much of the research focuses on the legitimacy of DEI, examining positive and negative outcomes of diversity in companies, while aspects such as human resource management practices to promote equity remain largely ignored, leaving a research gap (Yadav & Lenka, 2019).
By defining diversity as a manifestation of overlapping systems of structural inequalities in society, representative of asymmetrical power relations, we can decline its outcomes in unjust distributions of opportunities for individuals and groups in accessing resources. Hence the objective of the subject and its studies: to correct the distortions in the distribution system of resources, adapting them to the unique individual instances generated by the different identity characteristics of workers. Complexity increases with the adoption of an intersectional perspective (Crenshaw, 1989; Collins, 1992), which recognises how multiple identities simultaneously influence the distribution of opportunities, balancing or compounding each other.
Performance management systems, among human resource management practices, are key to understanding equity dynamics. By analysing how companies evaluate employees, organisational values and expectations can be deduced that implicitly define the ‘ideal worker’ (Acker, 1992, 2006), generally a white, heterosexual, cisgender, able-bodied man with no caring responsibilities.
The thesis consists of three research articles. The first chapter adopts the systematic literature review (SLR) methodology to identify inclusive practices related to performance management and DEI systems. Two rounds of SLR identified a system of inclusive practices found in the literature and highlighted how many practices remain unconsidered due to the strict canons of SLR, providing a critical perspective on the method.
The second chapter examines the effect of competence-oriented (developmental) performance management systems on employee well-being, often identified as inclusive (Ganji et al., 2023; Hoobler et al., 2014; Hopkins et al., 2008). The analysis, based on a questionnaire administered by the researchers to a sample of Italian workers and a three-way interaction model, assesses the impact of these systems on the well-being of men and women of different ages. The results show that these systems do not generate equal outcomes for all workers, favouring in particular young women and older men.
Finally, the third chapter presents a qualitative investigation on the insertion and inclusion of women victims of violence and intersectional discrimination in the labour market. Through narrative interviews conducted with women, tutors from anti-violence centres and companies involved, it was possible to explore their path to re-employment. The analysis, based on the Gioia method (Corley & Gioia, 2011), led to the creation of tools to monitor and evaluate the work experience, which were subsequently applied to three reintegration cases
Performance management: a solution to or a part of inequality regimes?
No full textRooted in Joan Acker's 'Gender Organisations' framework, the paper explores the impact of developmental performance management systems (DPMS) on employees' perceived
well-being, highlighting gender- and age-based intersectional power imbalances within the organisations. Data stemming from a questionnaire administered to a sample of Italian employees in the summer of 2021 were analysed by using three different regression models.
The first, preliminary model, analyzed the DPMS index's impact on employee wellbeing; the second included a gender interaction term; and the third incorporated a three-way interaction, assessing DPMS effects concerning genders and age categories. The results of the analysis unveil three primary investigative strands. Firstly, our findings dismiss the idea, contained in the existing literature, suggesting that DPMS can be regarded as inclusive performance management systems, confirming the discriminating patterns inherent in most traditional performance management systems.
Secondly, the analysis discloses the need for intersectional analysis of inequalities data. In fact, against all expectations, our results do not reveal any significant gender-based
moderation in the relationship between DPMS and well-being, yet, by employing an
intersectional lens, we do reveal nuanced power dynamics, notably apparent for intersections of genders and ages.
Lastly, through the exploration of performance management systems, the resulting power and consequent well-being, we consider how men and women move closer to and farther away from the 'ideal worker' concept over the course of their lifetime
Voices of exclusion: mechanisms of social closure for intersectionally vulnerable working mothers in Italy
No full textAre developmental performance management systems inclusive? An intersectional analysis for age and gender
No full textRooted in Joan Acker’s “gendered organisations” framework, this paper aims to explore the impact of employee’s developmental performance management systems (DPMSs) on occupational wellbeing, highlighting gender and age-based intersectional disparities within organisations. This study uses data from a sample of more than 600 Italian employees and investigates with a three-way interaction, the effect that DPMS have on employee’s occupational wellbeing by considering the intersectionality between gender and ages’ categories. The findings dismiss the idea that DPMS can be regarded as a practice for inclusion. Moreover, the analysis discloses the need for intersectional perspective as the authors do reveal different effects of developmental performance system adoption on occupational wellbeing for people in diverse intersections of genders and ages. This paper expands on Acker’s tradition with a focus on age, dismissing the possible inclusive outcome of competency based employee performance systems
Translating Racial Slurs: A Comparative Analysis of Gran Torino Assessing Transfer of Offensive Language between English and Italian.
No full textThis dissertation focuses on the role played by translations in constructing a cultural product. It chooses the American film 'Gran Torino' (2008) as its source text and discusses the ideological and cultural implications of rendering racial slurs from English into Italian. The dissertation therefore sets the analysis against a backdrop of contemporary North American and European culture understood in linguistic and behavioural patterns and questions the role of audiovisual translational norms in the source culture and tasks of translators in general when dealing with such highly sensitive, culture-bound issues pertaining to the meaning transfer of lingua-cultural taboos. The comparative analysis of the audiovisual texts takes a Critical Discourse perspective, with a strong ideological focus on the possible translation effects
La cerámica arquitectónica en el programa edilicio de Jaime II: la recepción del arte islámico en el reino de Mallorca
No full textThis paper offers an in-depth analysis of the exceptional tiled floors preserved in the chapel of the Trinity (Majorca Cathedral) and in the chapel of Saint Mark (Bellver Castle), as well as some decontextualised remains of a third group from the Almudaina. The artistic-historical approach provides new data and contrasting references that justify the importance of relations with the Kingdom of Granada as well as its decisive role in the spread and generation of aesthetic models within the Christian Mediterranean area.El presente trabajo analiza en profundidad los excepcionales pavimentos cerámicos conservados en la Capilla de la Trinidad (Catedral de Mallorca) y en la Capilla de San Marcos (Castillo de Bellver), así como los restos descontextualizados de un tercer conjunto, procedente de la Almudaina. La aproximación histórico-artística aporta nuevos datos y referentes contrastados en los que se reivindica la importancia de las relaciones con el reino de Granada, así como su decisivo papel en la irradiación y generación de modelos estéticos dentro del ámbito cristiano mediterráneo
