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L\u2019intenzione di lasciare il proprio lavoro \ue8 da sempre un indicatore prezioso per capire lo stato di salute di un contesto occupazionale. La nostra attenzione in questo studio si sofferma, nell\u2019ambito del settore turistico,... more
L\u2019intenzione di lasciare il proprio lavoro \ue8 da sempre un indicatore prezioso per capire lo stato di salute di un contesto occupazionale. La nostra attenzione in questo studio si sofferma, nell\u2019ambito del settore turistico, sugli operatori delle agenzie di viaggi che hanno subito pesantemente la trasformazione in atto e per i quali approfondire le condizioni di lavoro, quelle che vengono in letteratura definite come job demands (JDs) e job resources (JRs), rappresenta una sfida interessante. L\u2019indagine di cui rendiamo conto in questo articolo esamina questi temi, soffermandosi sul ruolo che una caratteristica individuale, quale quella della resilienza, pu\uf2 giocare per questi operatori, offrendo qualche spunto per una gestione pi\uf9 efficace delle risorse umane di questo settore
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Due to the wide recognition that managing Total Reward could represent a great opportunity for organizations, this topic has emerged. However, the attention to TR is more developed by practitioners\u2019 literature than from academic one.... more
Due to the wide recognition that managing Total Reward could represent a great opportunity for organizations, this topic has emerged. However, the attention to TR is more developed by practitioners\u2019 literature than from academic one. The concept of TR is here presented in its complexity considering it as a multidimensional model, represented through a four factors model, and as a multilevel model, in terms of different level of customization of rewards. Starting from a theoretical review and the evidence of a lack of systematization in the current debate on Total Reward, the paper aims at presenting the re-visitation of an interpretative model on Total Reward System previously presented (Torre 2008; 2010a; 2010b; 2010c) and suggestions for its future developments
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Current research on reward management stress the importance of non-monetary aspects of remuneration and suggests that knowledge workers are driven by an intrinsic motivation. In managerial practice, non-monetary schemes are becoming... more
Current research on reward management stress the importance of non-monetary aspects of remuneration and suggests that knowledge workers are driven by an intrinsic motivation. In managerial practice, non-monetary schemes are becoming increasing popular while still academic research is needed proving the effectiveness of this kind of rewarding schemes. The purpose of this article is to understand if, as we hypothesize, non-monetary incentives characterize knowledge intensive firms (i.e. firms with high percentage of knowledge workers) and whether they are truly effective in favouring organizational performance or risk to simply be a \u201cdangerous\u201d fad. Results of a regression analysis on a sample of 95 small and medium enterprises in different industries in Italy show a larger use of non-monetary incentives among knowledge intensive firms, compared to non knowledge intensive firms. Further, our results demonstrate that the overuse of non-monetary rewards may produce adverse effects
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Research Interests: Humanities and Art
This paper focuses on the relationship between ICT use and job satisfaction, following a classic but always relevant research stream, and analyses the role of work design in moderating this relationship. The findings of the analysis,... more
This paper focuses on the relationship between ICT use and job satisfaction, following a classic but always relevant research stream, and analyses the role of work design in moderating this relationship. The findings of the analysis, carried out on a sample of 35,187 employees in Europe (data source: EWCS2010), demonstrate that the use of ICT is important in bolstering the individual’s satisfaction about his/her own work. We also demonstrated that job design plays an important role in determining the strength and the form of the relationship between ICT use and job satisfaction. Our results offer interesting stimuli for a debate among scholars and practitioners on the management of employees in a context in which technologies represent an indispensable tool for workers, so that the role of the organization is to “design” tasks properly so as to grant them this new way of working.
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Research Interests: Grasp and Working Life
This chapter investigates the role of big data (BD) in human resource management (HRM). The interest is related to the strategic relevance of human resources (HR) and to the increasing importance of BD in every dimension of a... more
This chapter investigates the role of big data (BD) in human resource management (HRM). The interest is related to the strategic relevance of human resources (HR) and to the increasing importance of BD in every dimension of a company\u2019s life. The analysis focuses on the perception of the HR managers on the impact that BD and BD analytics may have on the HRM and the possible problems the HR departments may encounter when implementing human resources analytics (HRA). The authors\u2019 opinion is that attention to the perceptions shown by the HR managers is the more important element conditioning their attitude towards BD and it is the first feature influencing the possibility that BD can become a positive challenge. After the presentation of the topic and of the state of the art, the study is introduced. The main findings are discussed and commented to offer suggestion for HR managers and to underline some key points for future research in this fiel
PurposeThe study aims to deepen existing knowledge on the specific role of soft total quality management (TQM) practices in the ferry sector. Over the last decade, TQM practices have been thoroughly restructured, allowing us to develop an... more
PurposeThe study aims to deepen existing knowledge on the specific role of soft total quality management (TQM) practices in the ferry sector. Over the last decade, TQM practices have been thoroughly restructured, allowing us to develop an appropriate framework through which the relevance of each practice to this particular sector can be explained.Design/methodology/approachA narrative case study has been conducted to enhance the quality orientation and soft TQM practices adopted by a medium-sized company in the ferry sector.FindingsThe study identifies five soft TQM practices that offer valuable contributions in terms of quality orientation. These are organised into a configurational and systemic approach according to a three-level framework. At the macro level, a customer-orientated approach is paramount, as this orientation clearly points out the fundamental values of TQM. Coherently, at the micro-level, employees should be trained, involved, and empowered to truly internalise and...
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Purpose – The purpose of this paper is to investigate the effect of human resource practices (HRPs) on innovation among Small and Medium Enterprises (SMEs). Particularly, two perspective will be considered. The first studying the... more
Purpose – The purpose of this paper is to investigate the effect of human resource practices (HRPs) on innovation among Small and Medium Enterprises (SMEs). Particularly, two perspective will be considered. The first studying the importance of complementarities of HRPs in terms of HR systems (HRSs) in pursuing innovation processes in SMEs; the second, focuses on the role that single HRPs might have in affecting innovation.
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This chapter aims to build a systematization of the current theoretical and empirical academic contributions on smart working (SW) in the organization studies domain and to examine which are the main paths that researchers are concerning... more
This chapter aims to build a systematization of the current theoretical and empirical academic contributions on smart working (SW) in the organization studies domain and to examine which are the main paths that researchers are concerning themselves with, with specific attention being paid to the new meaning that the work itself has acquired in the model proposed by SW. Particular consideration is devoted to an analysis of the characteristics of the present debate on this construct and the meaning of SW, identifying two different – and contrasting – approaches: one considers it as a totally new concept; the other is notable for its continuity with previous arrangements such as telework. Further, some relevant concepts, strictly related to that of SW in working environments are considered. In the last part of the chapter, some key points for further research are proposed to create stimuli for discussion in the community of organization studies and HRM scholars and among practitioners, given from the perspective of deepening the change in progress, the relevance for which there is general consensus.
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Issues related to workers' intention to quit are of great interest in consideration of the even more important role of Human Capital in modern economy. Relatively little is known of the relationship between intention to quit and job... more
Issues related to workers' intention to quit are of great interest in consideration of the even more important role of Human Capital in modern economy. Relatively little is known of the relationship between intention to quit and job resources, even as a growing number of studies have been recently published linking job resources to individual outcome (e.g. job satisfaction and work engagement). Further, few works have focused on welfare workers in the current debate. The welfare sector in Italy is in large part managed by non-profit organizations. These organizations in the last decades have experienced high degrees of turnover and difficulties in retaining core workers. From this arises the concern for the antecedents of the intention to leave the organization. The purpose of this paper is to explore quitting behaviors of employees in welfare organizations by considering job resources as possible determinants of workers' retention. The empirical part of the paper is developed with an analysis made through a questionnaire administered to a sample of 139 welfare workers in six Italian social cooperatives. The results of the hierarchical regression analysis reveled the importance of some job resources, such as career opportunities and training possibilities, in explaining the reduction in intention to leave the organization for these workers. This study offers suggestions for the promotion of employees retention in welfare sector.
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Innovative approaches to work organization find an essential basis in information and communication technologies (ICTs) and their most recent evolution. Our paper focuses on the role played by ICTs, in supporting the development of new... more
Innovative approaches to work organization find an essential basis in information and communication technologies (ICTs) and their most recent evolution. Our paper focuses on the role played by ICTs, in supporting the development of new ways to work and perform, promising a better balance between work and life. Through the experiences of three Italian enterprises, which are among the first users of these approaches and, more precisely of smart working (SW), the paper analyses conditions and implications of this deep change in work organization.
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The paper investigates employees’ job satisfaction, examining the relationship with 33 some job related variables and considering the impact of the use of Information and communication technologies (ICTs) at work. One job demand that is... more
The paper investigates employees’ job satisfaction, examining the relationship with 33 some job related variables and considering the impact of the use of Information and communication technologies (ICTs) at work. One job demand that is workload and one job resource that is work-life balance are included. On the basis of our analysis, carried out on a sample of 33,265 employees in Europe (data source: European Working Conditions Survey 2010, last at disposal), we conclude that ICT usage plays a controversial role. Indeed, on the one hand, we prove that ICT usage might weaken the negative relationship between workload and individual job satisfaction. On the other hand, while we hypothesize that ICT might increase the strength of the positive relationship between work-life balance and job satisfaction, the results demonstrate the opposite. Managerial implications are finally considered to underline how important a ‘good’ management of the ITCs is to improve of job satisfaction.
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This paper focuses on the relationship between ICT use and job satisfaction, following a classic but always relevant research stream, and analyses the role of work design in moderating this relationship. The findings of the analysis,... more
This paper focuses on the relationship between ICT use and job satisfaction, following a classic but always relevant research stream, and analyses the role of work design in moderating this relationship. The findings of the analysis, carried out on a sample of 35,187 employees in Europe (data source: EWCS2010), demonstrate that the use of ICT is important in bolstering the individual’s satisfaction about his/her own work. We also demonstrated that job design plays an important role in determining the strength and the form of the relationship between ICT use and job satisfaction. Our results offer interesting stimuli for a debate among scholars and practitioners on the management of employees in a context in which technologies represent an indispensable tool for workers, so that the role of the organization is to “design” tasks properly so as to grant them this new way of working.
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Nowadays the provision of social services represents one of the most relevant challenges for a Municipality, due to the growing needs of people asking for more care and to the reduction of available resources. The present research... more
Nowadays the provision of social services represents one of the most relevant challenges for a Municipality, due to the growing needs of people asking for more care and to the reduction of available resources. The present research analyzes in‐depth the experience of a public network created among a group of small Municipalities in Veneto Region, in North‐East of Italy, to redesign these services, with attention to both effectiveness and efficiency. It started in 2012 and it is still ongoing towards its complete definition. Specifically, the study focuses on the role of the different identities involved into the whole process, from the first stage aiming to define the conditions of a new pluralistic configuration for social services based to the development of a strategic and operative alliance. The case study is an interesting example for public institutions engaged in winning the challenge for a better government in time of resource constraints and institutional pressure towards su...
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Donne e lavoro: nulla di nuovo sul fronte occidentale, verrebbe da dire ricorrendo al titolo di un noto romanzo. La questione – portata alla ribalta quaranta anni fa da Rosabeth Moss Kanter – è ancora di grande attualità, come dimostrano... more
Donne e lavoro: nulla di nuovo sul fronte occidentale, verrebbe da dire ricorrendo al titolo di un noto romanzo. La questione – portata alla ribalta quaranta anni fa da Rosabeth Moss Kanter – è ancora di grande attualità, come dimostrano indagini e studi fatti. Cosa di nuovo possiamo aggiungere al molto già scritto? Qualche spunto interessante ci viene da una ricerca recentissimamente pubblicata che si interroga sulla possibile efficacia dei programmi di Gender Diversity Management
This work investigates the implementation within organizational contexts of smart working (SW) focusing on the role played by the HR department. After the presentation of the topic, some theoretical elements necessary to understand the... more
This work investigates the implementation within organizational contexts of smart working (SW) focusing on the role played by the HR department. After the presentation of the topic, some theoretical elements necessary to understand the research are introduced and some principal characteristics of the qualitative research from the methodological point of view are summarized. After that, the paper focuses on some key findings showing how the enterprises are related to SW and how their HR departments are supporting each step of the whole process. There are some final considerations on the evolution of the role of this department in the perspective of an increasing space for flexible arrangements in working conditions, which can contribute to a positive and fruitful introduction and reinforcement of SW practices.
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The objective of the paper is to examine the role of competency modelling in the development of knowledge and HRM practice focusing on the management of line-managers in bank sector. ... This paper explores participation of women in new... more
The objective of the paper is to examine the role of competency modelling in the development of knowledge and HRM practice focusing on the management of line-managers in bank sector. ... This paper explores participation of women in new venture creation and ...
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This work is part of the studies on compensation policies. The objective is to study the link between employee work engagement and total reward systems. The context of the analysis is that of employees in people care organizations in... more
This work is part of the studies on compensation policies. The objective is to study the link between employee work engagement and total reward systems. The context of the analysis is that of employees in people care organizations in people care organizations. The literature shows that such workers are driven mainly by reasons of intrinsic nature (Leete, 2000). However, the
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Purpose – This study aims to examine the relationship between work engagement and leadership styles in human service organizations (HSOs). Specifically two leadership styles are investigated that are: participative and instrumental... more
Purpose – This study aims to examine the relationship between work engagement and leadership styles in human service organizations (HSOs). Specifically two leadership styles are investigated that are: participative and instrumental leadership style. Design/methodology/approach – A questionnaire was used for data collection, and analysis of data were carried out using descriptive statistics and regression analysis. Findings – By examining workers (n=251) operating in nine HSOs in Italy, this study shows that the three dimensions of work engagement relate to leadership styles. The data analysis found that while the participative leadership style of supervisors is particularly significant in predicting vigour and dedication among employees, the instrumental leadership style is positively related to vigour and absorption. Research limitations/implications – The study has some limitations that could represent stimuli for future research. The analysis is cross-sectional, and variables wer...
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The book studies personnel management practices in retail commencing from interest in a topic which, albeit important, has received limited attention in literature. The work presents an exploration of the distinctive traits of the context... more
The book studies personnel management practices in retail commencing from interest in a topic which, albeit important, has received limited attention in literature. The work presents an exploration of the distinctive traits of the context and the strategic choices determining the processes that, over the years, have led to a rethinking of the organizational structures and the professional figures present in the sector. The text highlights the strategic importance of human resources in sales contexts and the criticality of their presence in a management logic that can guarantee coherence between the organizational variables: these reflections are furthered through a multiple case analysis carried out on five significant undertakings operating in food and non-food retail in Italy. The publication can be a useful support for academics, managers and students interested in the topic of personnel management in the large-scale retail trade.
ABSTRACT We investigate whether employees' perceptions of their total rewards, especially nonmonetary rewards perceptions, are positively connected to experienced work engagement in elder-care organizations. We used data from five... more
ABSTRACT We investigate whether employees' perceptions of their total rewards, especially nonmonetary rewards perceptions, are positively connected to experienced work engagement in elder-care organizations. We used data from five Finnish organizations (n = 154) and seven Italian organizations (n = 137). The results indicate that nonmonetary rewards, especially a feeling that one's work is appreciated, are connected to all aspects of work engagement. In addition, dedication is explained by employee benefits perceptions reflecting material rewards and stability of employment perception. Total rewards perceptions explain vigor and dedication in the Finnish sample. In the Finnish sample, only appreciated work significantly explains the three dimensions of work engagement (vigor, dedication, and absorption), while in the Italian sample dedication is also explained by employee benefits and stability of employment perceptions. Our conclusions are that organizations should develop especially their nonmonetary rewards to increase employee work engagement and that the role of material rewards may vary in different country contexts.