STUDI ORGANIZZATIVI最新文献

{"title":"Governing and organizing for participation and engagement. What can we learn from social cooperation?","authors":"Silvia Sacchetti, Michele Pasinetti, E. Rocca, Riccardo Bodini","doi":"10.3280/so2022-001003","DOIUrl":"https://doi.org/10.3280/so2022-001003","url":null,"abstract":"The present article shall analyse how organizations can activate stakeholder participation processes. Specifically, this article examines select participatory projects that were identified, developed and implemented within a network of Italian social cooperatives focusing on work integration. An area, therefore, in which worker participation is geared at pursuing explicit social objectives whilst enhancing innovative capacity, thus improving overall competitiveness and economic sustainability. Within this context, the paper focuses in particular on the organizational processes and schemes that promote stakeholder empowerment and active involvement, beyond the existence of formal governance structures and management bodies. The paper is structured in two parts. The first draws from the literature to analyse the importance of participation within companies, focusing on social enterprises, and discusses the structural and procedural features of inclusive governance. The second part examines the experience of the CAUTO network of social cooperatives in Italy and its participatory practices, paying particular attention to the key features of the organizational context in which they arose, the project structure that characterized them, and their replicability in other contexts.","PeriodicalId":305932,"journal":{"name":"STUDI ORGANIZZATIVI","volume":"357 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"123265379","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"The variable geometry of bargaining: implementing unions' strategies on remote work in Italy","authors":"Anne-Iris Romens, V. Piro, Francesco E. Iannuzzi","doi":"10.3280/so2022-001006","DOIUrl":"https://doi.org/10.3280/so2022-001006","url":null,"abstract":"The spreading of remote work in Italy following the Coronavirus pandemic has brought numerous challenges that have prompted trade unions to include this form of work as a matter of collective bargaining. The article aims to study unions' everyday bargaining practices, by investigating how the main union guide-lines on remote work have been implemented during the pandemic. Based on empirical data collected in Veneto and starting from the perspective of union officials and representatives, the article sheds light on unions' bargaining practices concerning access to remote work, remote workers' income, working time, and workloads. The analysis permits us to stress that union practitioners adapt the strategies of their union organisations to the specific sectors and workplaces in which they are embedded, according to the specific needs of the workforce they represent and to how they perceive their own bargaining power. We argue that the different variables - geographical level, sector, previous bargaining experience, unionists' ideological position, perception of their own bargaining power - intersect with each other, producing a variable geometry of bargaining practices with regard to remote work.","PeriodicalId":305932,"journal":{"name":"STUDI ORGANIZZATIVI","volume":"18 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"132337070","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Il ritorno del contratto nazionale: la leva della partecipazione. Interviste con: Roberto Benaglia, Stefano Franchi, Corrado Felice La Forgia, Francesca Re David, Federico Butera","authors":"A. Signoretti, Manuela Galetto, M. Carrieri, Edoardo Della Torre","doi":"10.3280/so2022-001011","DOIUrl":"https://doi.org/10.3280/so2022-001011","url":null,"abstract":"","PeriodicalId":305932,"journal":{"name":"STUDI ORGANIZZATIVI","volume":"76 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115216046","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Human resource management in italian SMEs after covid-19: an opportunity for growth?","authors":"Rossella Di Federico","doi":"10.3280/so2022-001008","DOIUrl":"https://doi.org/10.3280/so2022-001008","url":null,"abstract":"The purpose of the paper is to investigate new trajectories in staff recruitment and training that could be strategic for Italian SMEs in improving their human resource skills and successfully facing the technological and organisational challenges accelerated by the Covid-19 pandemic. To achieve this, qualitative research was carried out from March to October 2021 involving Italian experts of the SME world. Findings have shown that the structuring/formalisation of recruitment and training activities may be useful for SMEs to deal with the economic downturn begun in 2020. These processes require the implementation of shared initiatives involving the wider participation of the employer associations, unions, local institutions and other social actors.","PeriodicalId":305932,"journal":{"name":"STUDI ORGANIZZATIVI","volume":"61 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126616419","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"La difficile trasposizione dell'esperienza tedesca dei Consigli di sorveglianza","authors":"M. Carrieri","doi":"10.3280/so2022-001009","DOIUrl":"https://doi.org/10.3280/so2022-001009","url":null,"abstract":"","PeriodicalId":305932,"journal":{"name":"STUDI ORGANIZZATIVI","volume":"13 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121689443","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Innovating the management of corporate crises with new forms of participation of trade union representatives and workers","authors":"L. Campagna, Luciano Pero","doi":"10.3280/so2022-001005","DOIUrl":"https://doi.org/10.3280/so2022-001005","url":null,"abstract":"In Italy corporate restructuring crises are traditionally managed by companies through communication to the workers' representatives about the negative impacts on production structures and on workplaces. Therefore, the trade union representatives adopt defensive methods focused on minimizing the impacts on employment. The role of representatives is subordinate to that of managers who have the goal of making decisions and minimizing the interference of trade unions. Workers also play a secondary role in supporting the union in the negotiation process. In the two corporate cases studied, instead, the possibility emerges for trade union representatives to play a proactive role and to collaborate with management in an agreed solution to the crisis that is more favourable to workers. To arrive at these positive solutions, the fundamental role is played by organizational and technological innovation that significantly improves company performance, as supported by the direct participation of workers. In these cases, coordination between the factors at stake is ensured by the ability of the actors to manage a risky and complex innovative process in a shared way.","PeriodicalId":305932,"journal":{"name":"STUDI ORGANIZZATIVI","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126951795","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Recent trends in German co-determination: a critical assessment of new research evidence","authors":"Volker Telljohann","doi":"10.3280/so2022-001004","DOIUrl":"https://doi.org/10.3280/so2022-001004","url":null,"abstract":"The purpose of this paper is to look at the developments in co-determination at workplace level as well as at the level of supervisory boards during and after the financial and economic crisis of 2007-2009. In Germany, co-determination is not only considered a way to develop industrial democracy, but also a way of increasing the efficiency and competitiveness of companies. Various studies show that co-determination contributes to the competitiveness of companies and that co-determined companies have also recovered from the financial and economic crisis more quickly. Although co-determination has a positive influence on the productivity, innovative capacity and competitiveness of companies, there is a growing number of companies that put in place strategies aimed at avoiding co-determination. However, despite the reduced spread of co-determination the German participation model has survived so far and is still part of the key institutional settings of German industrial relations. This is also due to the fact that the German co-determination system has always shown a remarkable capacity to adapt to new developments. The most recent examples in this regard are the Works Council Modernisation Act and the Act on Corporate Due Diligence in Supply Chains. That also means that basically co-determination has proved to be a stable yet flexible institution. Today, employee participation thus appears to be a helpful instrument for successfully managing transformation processes.","PeriodicalId":305932,"journal":{"name":"STUDI ORGANIZZATIVI","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2022-06-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130654334","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Psychological well-being of employees working for business organizations with a normative organizational identity","authors":"M. Guerci, Francesca De Battisti, Elena Siletti, Vojkan Nedkowski","doi":"10.3280/so2021-002006","DOIUrl":"https://doi.org/10.3280/so2021-002006","url":null,"abstract":"Organizational identity - i.e. the employees' shared perception about their or-ganization's central, distinctive, and enduring qualities - has important effects on employee well-being. Specifically, business organizations are characterized by an instrumental organizational identity, which intends organizational effectiveness as shareholders' value maximization; this identity, in some cases, coexists with a normative organizational identity, which intends organizational effectiveness as stakeholders' value maximization. The paper, based on a survey on a sample of 185 HR managers and professionals in 8 European countries developed in collab-oration with the leading European HR Professional Association, empirically ana-lyzes the effects of this coexistence on employees' psychological well-being, focus-ing on emotional exhaustion. The extant literature has explored organizational identity mostly by looking at its association with well-being dimensions different from psychological well-being. Valuing the idea that employee well-being is multi-dimensional construct, our results extend extant literature on the effects of norma-tive organizational identity on employees' well-being. Specific practical implica-tions of the findings are presented, based on the idea that a normative organiza-tional identity constitutes, within business organizations, not only a resource which have positive effects on certain well-being dimensions such as job satisfaction or engagement (which previous literature has shown), but also new demands which could undermine employee psychological well-being.","PeriodicalId":305932,"journal":{"name":"STUDI ORGANIZZATIVI","volume":"118 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"127027996","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Diversi ma non troppo. Studiare gli innovatori in laboratorio","authors":"Sara Romanò, Tania Parisi, Giulia Bocca, D. Barrera, F. Barbera","doi":"10.3280/so2021-002002","DOIUrl":"https://doi.org/10.3280/so2021-002002","url":null,"abstract":"La figura dell'innovatore è spesso descritta con le sembianze dell'eroe mo-derno: un individuo con caratteristiche eccezionali e comportamenti radicalmente diversi dal resto della popolazione. In virtù di questa supposta eccezionalità, è an-data sovrapponendosi la logica dell'innovazione con la logica dell'eccellenza, co-sicché, in diversi contesti, le risorse vengono destinate a una platea ristretta di indi-vidui. Questo studio ha il seguente interrogativo: gli innovatori hanno davvero caratteri-stiche così differenti dal resto della popolazione? Per rispondere a questo interroga-tivo, si è condotto un esperimento di laboratorio in cui i comportamenti di un gruppo di lavoratori ad elevato potenziale innovativo sono stati confrontati con quelli di individui a potenziale moderato o meno. Attraverso dei task sono state misurate le differenze tra i due gruppi in termini di propensione alla fiducia inter-personale, al rischio, all'altruismo e all'egualitarismo. I risultati mostrano che nes-suna delle misure comportamentali costruite è più alta tra gli innovatori ad elevato potenziale rispetto al resto dei lavoratori, ad eccezione della propensione al rischio, risultata appena al di sopra della soglia di significatività. Lo studio conclude solle-vando l'avvio di una discussione, anche attraverso ulteriori studi più estesi, circa la legittimità della sovrapposizione tra logica dell'innovazione e logica dell'eccellenza.","PeriodicalId":305932,"journal":{"name":"STUDI ORGANIZZATIVI","volume":"65 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"126088370","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

{"title":"Direttrici e i Direttori di Dipartimento in un'università in transizione","authors":"C. Facchini, Magalì Fia","doi":"10.3280/so2021-002007","DOIUrl":"https://doi.org/10.3280/so2021-002007","url":null,"abstract":"L'università pubblica italiana è stata coinvolta nel 2010, con la legge n. 240, in un processo di riforma ispirato al New Public Management che, tra i suoi aspetti rilevanti, ha visto un mutamento della governance, ovvero degli assetti decisionali di Ateneo e di Dipartimento. Obiettivo del presente lavoro è quello di rilevare le percezioni dei Direttori di dipartimento sugli assetti decisionali nei Dipartimenti nel post-riforma e le valutazioni che dei Direttori sul proprio ruolo, prestando inoltre attenzione alla presenza di eventuali differenze di genere. Come suggerito dalla letteratura, le percezioni dei soggetti coinvolti sono meglio in grado di dare conto, rispetto alle regole formali scritte, delle relazioni di potere che caratterizzano gli as-setti di governance. In particolare, oltre alle percezioni complessive sui mutati as-setti decisionali, ci interessa verificare se vi siano anche differenze di genere per quanto riguarda la percezione della governance nei Dipartimenti e la percezione del proprio ruolo a seconda che a dirigere i il Dipartimento sia un uomo o una don-na. A tal fine si utilizzeranno i dati di una ricerca nazionale effettuata nel 2015 in-viando un questionario a tutti i Direttori di dipartimento delle università italiane. In generale gli assetti decisionali nel post-riforma non sembrano implementare, alme-no per i Dipartimenti, un modello puro di New Public Management, dato che la verticalizzazione appare contenuta e che consistenti sono i bilanciamenti al potere del Direttore negli assetti decisionali. Per quanto riguarda le differenze di genere, esse risultano contenute per quanto riguarda le percezioni di Direttori e Direttrici sull'influenza delle diverse figure accademiche nella governance. Questo apre ad un'interpretazione più in linea con l'esistenza di una pluralità di modelli di gover-nance sia tra gli uomini che tra le donne rispetto ad un'idea di stili di governo ‘ma-schili' e ‘femminili'. Infine, contrariamente a quanto rilevato per i modelli di go-vernance, vi sono differenze di genere abbastanza significative nelle valutazioni dei Direttori e delle Direttrici sul proprio ruolo e sulla rappresentanza del Diparti-mento negli organi di Ateneo. Rispetto ai loro colleghi, infatti, le donne tendono ad essere più autocritiche su entrambi gli aspetti. Questa risultanza appare in linea con il c.d. self-assessment bias, ovvero alla minor propensione femminile a riconoscere - e quindi valorizzare- il proprio ruolo -e conseguentemente, le proprie capacità e competenze. Questo potrebbe ripercuotersi negativamente sul proprio contesto la-vorativo e, in particolare, sulla capacità non solo di contrattare migliori condizioni retributive, ma anche di accedere alle posizioni apicali, accentuando, così, lo spe-cifico svantaggio femminile determinato in primo luogo dalla necessità di concilia-re ruoli professionali e ruoli familiari, ma anche, in non pochi casi, dallo stesso as-setto decisionale in cui si trovano ad operare.","PeriodicalId":305932,"journal":{"name":"STUDI ORGANIZZATIVI","volume":"60 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2021-12-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"133219028","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}