1,721,015 research outputs found
Diritto e volontà di disconnessione, due elementi che devono viaggiare in parallelo
No full textGli autori di questo contributo – do-centi in diversi atenei del mondo e membri dell’International Network on Technology, Work and Family (INTWAF) della Università del Quebec a Montreal – si interrogano se i contri-buti della ricerca scientifica, le espe-rienze delle organizzazioni di lavoro e le policy delle istituzioni governative possano dialogare per fornire soluzio-ni a quello che si annuncia come uno dei fenomeni più rilevanti nella vita moderna: la necessità di moderare i nostri comportamenti di connettività
Il nuovo impiego non è soddisfacente: meglio resistere o limitare i danni?
No full textNon è affatto ciò che mi aspettavo... IL PRIMO GIORNO DI MIA RICCI era iniziato male. Mia era entusiasta del suo nuovo ruolo di responsabile di programma presso Rescue, la più antica e grande organizzazione umanitaria impegnata nella lotta alla povertà globale. Si era alzata presto, aveva portato a spasso i cani, aveva fatto colazione con il suo ragazzo, Mateo, aveva preparato il pranzo ed era comunque riuscita ad arrivare in ufficio prima delle 9. Aveva pensato che arrivando in anticipo avrebbe fatto una buona impressione. All’ingresso, Mia riconobbe alcuni volti familiari già incontrati durante il colloquio di selezione, ma l’addetto alla reception fu l’unico a salutarla
A network approach to work-family conflict
Full text linkMost human behaviours, including those instrumental for reducing Work–Family Conflict (WFC), take place in the context of social relationships. However, the role of social networks in an individual's WFC goal pursuit process has not received sufficient attention, as most current research is dominated by an agentic perspective that argues that individuals possess the capabilities to change the demands and resources associated with their roles freely. We believe that the reality faced by many workers is more composite, as the various work and family stakeholders present in an individual's network can create significant constraints and opportunities that are capable of inhibiting or enhancing their agency. In this paper, we aim to examine how the ecosystem of network relationships in an individual’ social network can influence his or her overall capability to minimise WFC. Building on insights from dynamic network theory, a recently introduced framework in the social network literature, we propose a conceptual model that explains the specific roles that work and family stakeholders (i.e., supporters, preventers, resistors, reactors, negators, interactants, or observers) can assume with respect to goal strivers' attempts to manage WFC. Building on prior work-family and social network research, we illustrate how two characteristics of the network in which an individual is embedded (i.e., centrality and density) can shape the magnitude of social network influence on WFC. Implications for theory and practice are also discussed
La didattica all'Università alla luce del digitale. Il punto di vista di un docente
No full textSono un docente dell’Università di Bologna. Come molti lettori sapranno questo ateneo ha una caratteristica che la contraddistingue dalle altre università di tutto il mondo. Non mi sto riferendo al fatto che è considerata la più antica, la prima università mai fondata, l’Alma Mater appunto, la cui data è stata identificata nel 1088 da una Commissione presieduta dal Carducci. Piuttosto mi riferisco al fatto che è l’unica fondata “da studenti, per gli studenti”. Non quindi da un rettore, da professori, da notai o da avvocati, o da politici, ma bensì: by students, for students. Studenti provenienti da tutta Europa, che attorno all’anno mille si sono concentrati a Bologna e che sceglievano i propri maestri, affinchè li istruissero e li accompagnassero in un percorso di virtù e conoscenza
Relationship between perceived justice and identification: The mediating role of organizational images
No full textPurpose – The purpose of this paper is to contribute to our understanding of the antecedents of organizational identification. Specifically, this paper aims to integrate two perspectives developed within the social identity domain, labeled “cognitive” and “relational,” by comparing and reconciling their relationship organizational identification.
Design/methodology/approach – This study uses a survey method and a structured questionnaire to collect data from people working in a call center. The hypotheses were tested on a sample of 743 employees by using structural equation models and Hayes’ (2017) bootstrapping procedure.
Findings – The results provide evidence for a mediational model in which the attractiveness of organizational images (cognitive representations) mediates the relationship between perceived justice (relational judgments) and organizational identification.
Research limitations/implications – The data were obtained from a single source in a cross-sectional design, which may inflate common method variance. To address threats to validity, the authors employed several procedures, the results of which revealed that no parameters corresponding to the hypotheses changed in sign or significance, thus suggesting that the presence of method bias, if any, was nonconsequential.
Practical implications – Not only does perceived justice relate to the sense of belonging to an organization, but it also contributes to shaping the long-term cognitive representations of the company. In particular, both HR and line managers should be aware that in this respect, the interactional dimension of justice shows the strongest effect.
Originality/value – Building on and enlarging the scope of the extant literature, the findings contribute to our knowledge of how relational judgments shape cognitive images about the company, influencing, in turn, the individual–organization relationship
Who are the Others? A Stakeholder Approach to Organizational Image and its Congruence with Identity
No full textOrganizational image can be defined as the manner in which the members of an organization believe that other people view the organization. We propose a stakeholder approach to the study of organizational image and clarify who are the others that the definition makes reference. In addition, we examine the relationship among the organizational images (construed by managers around a set of key stakeholders), organizational identity, goal congruence, and company identification using a sample of 192 CEOs of Italian firms. We hypothesized that goal congruence mediates the relationship of identity and images with identification. Our results extend previous research by providing a fine-grained approach to the study of organizational images and clarifying how congruent identity and images foster organizational identification
Surviving a day without smartphone
No full textFor young adults accustomed to continually checking their cellphones, even a single day without access to them can be anxiety-producing. What are the implications for executives about managing this constantly connected generation
How and when Identification with a Boundary-Spanning Part of One's Organization Influences Customer Satisfaction
Full text linkMembership of boundary-spanners is controversial, as employees operate largely at the borders of the organization in close relations with customers. Nevertheless, we know little about its influence on customer satisfaction. We investigate how and when identification with the branch influences customer satisfaction. The how question is answered by showing that degree of control of one's performance mediates the impact of branch manager identification on customer satisfaction. The when question is answered by proposing two moderating variables. Locus of control regulates the extent to which identification influences performance control. Dedicated meetings between branch managers and their colleagues regulate the degree to which performance control influences customer satisfaction. Hypotheses were tested in a longitudinal design on a sample of 1,461 managers from a firm specializing in banking and financial services in Europe. Results largely confirm our hypotheses, providing a novel look on determinants of customer satisfaction from the perspective of boundary-spanning managers
Do motivations to join the organization influence job performance? An application of the cognitive schemas theory to call center employees
No full textWe develop a framework for uncovering mental reasoning to join an organizations, and more generally for understanding motivational representations of individual decisions in this regard. The research investigates the reasons of 167 people for joining a call center. The laddering methodology, based on the elicitation of motives and justifications for one’s motives, is used to uncover members’ cognitive schemas consisting of a structure of interconnected motives organized hierarchically. A heuristic summary of motives and their interrelationships (i.e., a cognitive map) was also derived. Finally, the study demonstrates how elicited motives and chains of motives are efficacious in explaining job performanc
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