125 research outputs found
Towards a Circular Manufacturing Competency Model: Analysis of the State of the Art and Development of a Model
No full textStakeholder pressure and the adoption of proactive environmental strategies in healthcare: The mediating effect of “green” HRM
No full textHealthcare managers have become progressively accountable for the environmental impact of healthcare processes because of the growing societal pressure. Their responsibility cannot be limited to the delivery of high quality, low-cost and safe care, but it should be extended to include environmental protection. Despite the numerous environmentally-friendly initiatives, results fell far short of expectations. Our study offers original evidence about the role that “green” Human Resource Management (HRM) plays in mediating the effect of the pressure exerted by stakeholders on the adoption of Proactive Environmental Strategies (PES). To test our conceptual framework, we collected data through a survey on healthcare organizations. We found that stakeholder pressure is positively related to PES, and that “green” HRM system partially mediates the relationship between stakeholder pressure and PES. Our new evidence (i) shows that stakeholder demand for environmental protection triggers healthcare organizations to develop and implement PES; (ii) shows that establishing a “green” HRM system, which enhances hospital professionals’ motivation, ability and opportunity to behave in such a way that will protect the environment, sustains the adoption of PES; and (iii) sheds light on the development and implementation of PES in organizational contexts, such as hospitals, that have been largely overlooked so far
Key Competencies for Circular Manufacturing
No full textThe transition towards circular economy represents a major challenge faced by manufacturing companies and society alike. One key enabler of this transition is the availability of a skilled workforce, as new competencies are needed for the adoption and implementation of circular strategies, processes and practices (Jabbour et al., 2019, Bertassini et al., 2021, Marrucci et al., 2021). However, the ‘human side’ of the circular economy and the role of people-driven factors are still underrepresented in the research literature (Mies and Gold, 2021; Walker et al., 2021). The present study aims at contributing to fill this gap and supporting manufacturing stakeholders by identifying and describing key competencies for circular manufacturing.Design/methodology/approach – To achieve the above.mentioned objective, a review of the scientific and grey literature was carried out as first step. Subsequently, key competencies were validated by means of semi-structured interviews with experts from manufacturing companies and academia.Results – Seventeen key circular manufacturing competencies were identified. Technical-managerial competencies refer to those competencies enabling the main processes and activities characterizing circular manufacturing (e.g., Design and management of multiple product-service life cycles, Development and use of digital solutions as an enabling factor for the circular economy, etc.). Transversal competencies are key knowledge, skills and attitudes linked to lifelong learning, creativity, teamwork, taking initiative and responsibility. (Janssens et al., 2021).Originality/value – The present study contributes to ongoing research about circular economy by shedding light on key competencies for circular manufacturing. They can also be useful for practitioners willing to identify the skills required for circular strategies and practices, to update or create new job profiles, to check the competency level of employees and then activate training, counselling and improvement programs to fill the gap
Progressing in the change journey towards sustainability in healthcare: the role of ‘Green’ HRM
No full textThis study is the first that theorises and empirically tests, at the organisational level, the role that ‘Green’ Human Resource Management (HRM) practices play in facilitating employees' collective engagement in environment protection by taking voluntary actions that ‘go the extra mile’. In this regard, we take an original perspective on Environmental Management (EM) as an organisational change that requires strong support from employees. This allows us to investigate the mediating role of collective commitment to change – and specifically to EM – with regard to the relationship between ‘Green’ HRM practices and collective voluntary behaviours towards the environment. Our results show that ‘Green’ HRM practices are conducive to voluntary behaviours towards the environment at the collective level. Moreover, employees' willingness to support their organisation in its EM endeavour partially mediates this relationship. Additionally, by conceptualising three different types of ‘Green’ HRM practices, our results disentangle their relative importance and their differing impact on collective behaviours towards the environment. This paper thus provides scholars of EM and managers with original evidence-based guidelines on how to leverage ‘Green’ HRM to enhance employees' collective attitudes and behaviours towards the environment
LA CUESTIÓN FEMENINA ENTRE LAS ÉPOCAS VICTORIANA Y ROMÁNTICA: PROPUESTA DE MATERIAL DIDÁCTICO PARA UNA CLASE DE INGLÉS COMO LENGUA EXTRANJERATEACHING MATERIAL PROPOSAL FOR AN ELS FORM
No full textThe role of women in family and society, their intellectual and
psychological characteristics, and their relationship with men
have always been discussed. For this reason, this article aims to
offer teaching materials on English intellectuals, and to examine
how the role of woman has changed during Victorian and
Romantic Age. Hence, students will be guided to reflect on how
women begin to be described in their work
Effects of ‘green’ training on pro-environmental behaviors and job satisfaction : Evidence from the Italian healthcare sector
No full textLiterature of cleaner production shows that, for improving the environmental performance of the organization, it is important to provide employees with specific green-related competencies and to buy their commitment towards the green cause. Accordingly, studies explored the effects on environmental performance of green human resource management, in which green training (i.e. interventions aimed at developing green-related competencies) resulted as a key practice. This paper enriches the fast growing literature on green training in two directions. First, showing that green training is associated with employees engagement in voluntary pro-environmental behaviours; our evidence shows this relationship is mediated by the fact that green training enacts a sense of challenge in employees, which motivates them to engage in green-oriented discretionary effort. Second, the paper shows that – diversely from other types of training - green training makes employees more satisfied with their jobs; this relationship emerged as mediated by the employees' perception that green training is as a form of support provided by their employer, which makes their professional experience more satisfying. Those results are achieved through a survey to 260 healthcare professionals. This sector was selected as an extreme case, as current research has demonstrated that it is hard for healthcare professionals – given their organizational autonomy, and professional values - to engage in green-related behaviours, and to see their employer's support on the green cause as a driver for their job satisfaction. Implication for theory and practice are presented and discussed
Superiumentarius (Suet. Claud. 2,2). L’imperatore Claudio autore di epigrammi?
No full textAccording to Suet., Claud. 2, 2 in a "libellus" Claudius complained about his master who had been a "superiumentarius". This ironic hyperbole, which refers to the brutal use of whip, seems an allusion to Horace's "plagosus Orbilius", and so suggests the possibility that Claudius'words were part of an epigram. Starting from some recognizable jambic sequences, the author of this article attempts to reconstruct it
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