1,720,967 research outputs found
Il commitment organizzativo, l'efficacia collettiva, la percezione di supporto organizzativo
No full textIl contributo si propone di analizzare il contributo della letterature in relazione ad alcuni importanti costrutti e alle loro principali conseguenze in termini di benessere organizzativo e di stress lavoro-correlato quali il commitment organizzativo, l'efficacia collettiva e la percezione di supporto organizzativo
L'attesa nella relazione domanda-offerta delle prestazioni sanitarie
No full textIl contributo descrive gli obiettivi, gli strumenti e i risultati di un’indagine empirica condotta in un campione di 2000 utenti del Servizio Sanitario Nazionale Veneto. L’indagine si propone di rilevare opinioni e atteggiamenti in relazione alla qualità del servizio stesso, con particolare riferimento alla percezione delle liste e dei tempi d’attesa. Tali informazioni hanno consentito di mettere a punto linee di intervento – ampliamente discusse nell’ambito del contributo – finalizzate ad affrontare le problematiche del Servizio Sanitario ritenute più urgenti e ad implementare possibili strategie correttive e di miglioramento in una più ampia prospettiva di customer satisfaction e di qualità dei servizi sanitari
Richieste lavorative e biomarcatori di stress: il ruolo di moderazione delle risorse lavorative
No full textL'obiettivo del contributo consiste nell'approfondire la relazione tra richieste e risorse lavorative da un lato, e l'Interluchina 6 dall'altro, una citochina pro-infiammatoria che è stata recentemente proposta come un possibile biomarcatore di stress
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
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
Consequent variables of organizational well-being/disease: some new measurement scales in relation to organizational values in the italian cultural context.
No full textIn order to monitor organizational health and promote well-being, some new measurement scales have been recently devised in relation to organizational values in the Italian cultural context. They aim to assess intangible organizational dimensions such as work satisfaction, strain, and harassment. Such constructs, within the adopted model of organizational well-being (also including indicators of organizational commitment and citizenship, altruistic behaviors, absenteeism, turnover, and burnout), are, as is well-known, consequent variables, deriving from organizational culture, climate and conflict, as well as collective efficacy, perception of organizational support, and stress sources (De Carlo, 2007). By administering it to a large sample of Italian workers, the scale factor structure was verified and validated through structural equation models. As regards work satisfaction, the five first-order factor theoretical model – satisfaction with content of work, with compensation, with interpersonal relationships, with organizational processes, with professional growth – fits the data well, while the second order factor, work satisfaction, explains well the five first order factors (χ2(72)=539.6, p<.01, SRMR=.05, CFI=.97, RMSEA=.05). As for strain, the fit of the three first-order factor model – emotional stability, uncommitment, and leisure – and a higher order factor (strain itself) is very good (χ2(32)=222.03, p<.01, SRMR=.04, CFI=.97, RMSEA=.05). Concerning harassment, a final three factor model – attacks on the person, on professional life quality, and economic attacks – fits the data well (χ2(37)=272.06, p<.01, SRMR=.03, CFI=.96, RMSEA=.06). Nowadays, given the changes in the market and work systems, the variables mentioned in this study are the key asset in creating value in the organization (Low & Cohen Kalafut, 2002; Rebora, 2003; Kaplan & Norton, 2004) and in achieving the best economic results (Aarons & Sawitzky, 2006; Katz-Navon & Erez, 2005; Parker et al., 2003; Rhoades & Eisenberger, 2002; Alper, Tjosvold, & Law, 2000; Shortell et al., 2000)
Appropriate Similarity Measures for Author Cocitation Analysis
Full text linkWe provide a number of new insights into the methodological discussion about author cocitation analysis. We first argue that the use of the Pearson correlation for measuring the similarity between authors’ cocitation profiles is not very satisfactory. We then discuss what kind of similarity measures may be used as an alternative to the Pearson correlation. We consider three similarity measures in particular. One is the well-known cosine. The other two similarity measures have not been used before in the bibliometric literature. Finally, we show by means of an example that our findings have a high practical relevance.information science;Pearson correlation;cosine;similarity measure;author cocitation analysis
“Make your organization more positive!”: The power of appreciative inquiry
No full textThis paper aims to describe the methodological aspects, the contents, and the usefulness of the appreciative inquiry (AI) approach, a methodology aimed to generate new knowledge and to produce change, leveraging positivity and generativity. The paper describes the activities of an action research project which used the AI 4D model (Discovery, Dream, Design, Destiny) in a residential care setting, and proposes a specific kit designed for and used by the researcher-consultant to support the AI pro-cess. One hundred nineteen healthcare providers participated in the AI intervention. Data were collec-ted through the Positive Organization Questionnaire (POQ), the “like a garden” metaphor, and the edu-cational intervention. Some categories of objectives emerged from the data analysis: a) feeling better at work; b) improving the management of one’s work; c) improving the relationship with others. These themes consolidate what emerged in the phase of imagining a desired future and with the preliminary results of the questionnaire
Gender differences: female modalities of perceiving one's work and organization
No full textThe article explores some potential gender differences in perceiving one's work and organization, showing that some gender specificities could be useful for their organization. Therefore, the valorization of differences within an organization rather than their elimination can be a useful tool for the HR management
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