817 research outputs found
Loccioni: Bluzone & Silverzone. L'arte di offrire saggezza e scambiare energia.
No full textC'è davvero una relazione tra l'età dei lavoratori e la qualità delle loro prestazioni lavorative? Ci sono ruoli nell'ambito dei quali i lavoratori più maturi possono esprimersi al meglio? Quali pratiche organizzative possono contribuire a valorizzare la crescente diversità di età nelle organizzazioni? L'impresa Loccioni sta dando il suo contributo in materia di invecchiamento attivo con il Progetto Silverzone, un'area virtuale in cui si incontrano giovani e pensionati over 65
La diversità di età nei contesti di lavoro. Sfide organizzative e implicazioni per il people management
No full textPianificazione energetica territoriale e agricoltura sostenibile: profili del modello tedesco e austriaco dei distretti bioenergetici, inputs europei ed internazionali
No full textSOMMARIO: 1. Il ruolo delle energie rinnovabili nel contesto degli obiettivi della politica energetica dell’Unione europea. – 2. La sostenibilità delle energie rinnovabili: le possibili conflittualità e l’importanza della evoluzione tecnologica anche in relazione ai biocarburanti «avanzati». – 2.1 Il fondamentale parametro della considerazione delle peculiarità del territorio nella valutazione della sostenibilità delle energie rinnovabili. – 2.2 Inputs a livello italiano. – 3. Profili del modello tedesco: quadro della attuazione della «Energiewende». – 3.1. I modelli di compartecipazione finanziaria dei cittadini a progetti energetici. – 3.2. L’applicazione dell’approccio dell’Università di Göttingen alla promozione di progetti bioenergetici sostenibili: il modello di Jühnde. – 4. Profili del modello austriaco: lineamenti della Ökostromgesetz 2012. – 4.1. Il modello del distretto bionergetico di Güssing. – 5. Considerazioni conclusiv
Engaging chronically ill employees at work: the relationship between bundles of HR practices, perceived illness discrimination and work engagement
No full textPurpose
This study aims to examine the role that four distinct bundles (developmental, utilisation, maintenance and accommodative) of HRM practices play in enhancing work engagement among chronically ill employees, and to analyse whether perceptions of discrimination on the grounds of illness can affect these relationships.
Design/methodology/approach
The data were collected through a quantitative survey using a sample of 669 chronically ill employees of a major Italian company.
Findings
This study's findings confirm the importance of discerning between positive, insignificant and negative effects of distinct HR bundles on chronically ill employees' work engagement. Furthermore, this study's results suggest that the positive effect of utilisation practices (i.e. practices aimed at enabling employees to make full use of existing, but not yet necessarily utilised, individual resources) on engagement is greater when chronically ill employees perceive a discrimination-free work environment.
Research limitations/implications
This study's findings confirm the importance of discerning between positive, no, and negative effects of distinct HR bundles on chronically ill employees' work engagement. Furthermore, this study's results suggest that the positive effect of utilisation practices (i.e. practices aimed at enabling employees to make full use of existing but not necessarily applied individual resources) on engagement is greater when chronically ill employees perceive a discrimination-free work environment.
Originality/value
The study highlights those HR bundles that have the capacity to positively affect the work engagement of chronically ill employees, a minority group rarely considered in HRM studies. Furthermore, the research identifies perceived discrimination on the grounds of illness as a contextual condition that may hinder the otherwise positive effect of HRM practices on the engagement of workers suffering from a chronic illness
The multifaceted influence of age on employee work engagement: Examining the interactive effects of chronological age, relational age, and perceived age-related treatment
No full textBuilding upon and extending prior research, this study examines the interplay between chronological age, relational age, and perceived age-related treatment in predicting work engagement. While previous studies have often examined these three facets of age in isolation from one another, this article develops an integrative framework that combines life span theories with relational demography and age-related treatment studies. Findings from a sample of 434 school teachers from 16 schools in Italy supported the hypothesis that the three-way interaction between relational age, chronological age and age-related treatment generates asymmetrical effects on work engagement. Specifically, at high levels of perceived positive age-related treatment, relational age was positively associated with older workers’ engagement, while greater relational age was associated with reduced work engagement when older workers perceived that they were treated unfairly based on their age. In contrast, among younger workers, work engagement was positively related to perceived positive age-related treatment whatever the level of relational age
Satisfaction with HR practices and employee performance: A moderated mediation model of engagement and health
No full textThis study examines employee evaluations of HR practices (HRPs), which are a critical and yet underexplored antecedent of their effectiveness. Drawing on the Job Demands–Resources model, it proposes a moderated mediation model that studies the relationship between employee satisfaction with HRPs and in-role and extra-role performance as mediated by engagement. The results suggest satisfaction with HRPs influences both the performance dimensions considered, although its effects are greater for extra-role performance. Engagement intervenes significantly only in the relationship between this satisfaction and extra-role performance. Furthermore, the study acknowledges the burdens HRP-related resources may place on the workforce and examines the moderating effects of a personal resource such as health on the satisfaction with HRPs-engagement link, finding that it significantly strengthens it. It also finds that the indirect effect of satisfaction with HRPs on extra-role performance is stronger for healthier employees. These findings provide novel insights into the HR causal chain and help practitioners to better manage HRP design, communication, and audit
The effectiveness of HRD practices among chronically ill employees: the role of intrinsic motivation
No full textHR development practices, work engagement and continuance commitment of employees with chronic illness: the role of intrinsic motivation
No full textLe sfide della gestione della conoscenza del personale a fine carriera in sanità
No full textI noti trend demografici prospettano nei prossimi anni uno “tsunami” di pensionamenti del personale del settore sanitario e socio-sanitario. La fuoriuscita della generazione dei Baby boomer dal mondo del lavoro comporta almeno tre sfide nella gestione della conoscenza: la sfida della conservazione della conoscenza ovvero la necessità di non disperdere le esperienze accumulate; la sfida del rinnovo della conoscenza, cioè la necessità di aggiornare continuamente le conoscenze anche a fine carriera; la sfida del trasferimento della conoscenza, ovvero la necessità di rendere più fluidi ed efficaci il passaggio e la condivisione di conoscenze fra colleghi di generazioni diverse. Analizzando la letteratura sulle implicazioni dell‟invecchiamento sulla performance e sui comportamenti lavorativi, sulla gestione delle conoscenze e sulla gestione delle risorse umane, l‟articolo identifica alcune raccomandazioni ed esperienze di successo per rispondere a queste tre importanti sfide
- …
