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"Manuti, Amelia"
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Why human capital is important for organizations : people come first
\"Why Human Capital Is Important for Organizations is an innovative book that derives from the casual meeting of people, scholars, and practitioners who live and work in many different parts of the world. The 'fil rouge' among them is their interpretation of how human resource management actually works in the present organizational context. Concretely, this book encompasses eleven chapters dealing with some of the most important issues in the field of human resource management through the exploration of four key themes: drawing the scenario, the pivots of human capital, measuring human capital, and good practices from abroad\"-- Provided by publisher.
Book
Wellbeing Costs of Technology Use during Covid-19 Remote Working: An Investigation Using the Italian Translation of the Technostress Creators Scale
During the first months of 2020, the Covid-19 pandemic has affected several countries all over the world, including Italy. To prevent the spread of the virus, governments instructed employers and self-employed workers to close their offices and work from home. Thus, the use of remote working increased during the pandemic and is expected to maintain high levels of application even after the emergency. Despite its benefits for both organizations and workers, remote working entails negative consequences, such as technostress. The present study had a double aim: to test the psychometric characteristics of the Italian translation of the brief version of the technostress creators scale and to apply the scale to investigate technostress during the Covid-19 emergency. The research involved 878 participants for the first study and 749 participants for the second one; they completed a self-report online questionnaire. Results confirmed the three-factor structure of the Italian technostress creators scale and highlighted positive relationships between workload, techno-stressors, work–family conflict and behavioural stress. The role of remote working conditions has been analysed as well. The study provided a useful tool for the investigation of technostress in the Italian context. Moreover, it provided indications for practice in the field of remote working and workers’ wellbeing.
Journal Article
Digital HR : a critical management approach to the digitilization of organizations
This work draws on recent debate surrounding the emergence of cognitive intelligence in organizations, exploring the redefinition of the labour market and consequently, employment. With a particular focus on Human Resource Management (HRM), the authors analyse the socio-cultural transformation of traditional practices and methodologies that are ocurring in the workforce.
Book
The Good, the Bad and the Blend: The Strategic Role of the “Middle Leadership” in Work-Family/Life Dynamics during Remote Working
The ongoing epidemiological crisis has suddenly steered us towards a new futuristic work scenario in which most service sector employees work remotely, which could be a permanent reality for most service sector employees. This paper focuses on the strategic role that leadership could play in the radical change process that is taking place in work environments. Particular attention was paid to the role of ‘middle managers’ who perform an important function as a link between the strategic vision of top management and the workforce. In addition, special attention was paid to gender differences in work-life dynamics, which are particularly relevant in countries with traditional cultural identities. As this is a conceptual contribution, the most recent studies on this specific role of middle managers have been taken into account and embedded in the current scenario. Therefore, the main contribution in terms of originality was that the current review aimed to leverage such a legacy of knowledge and create a system of evidence-based practical implications for effectively supporting change in organizational culture through the identification of the most appropriate middle management leadership models for remote working that could prevent and/or limit any psychosocial risks (e.g., workaholism and technostress) and longer-term outcomes such as sustainable work-life interface.
Journal Article
Employees’ Perception of HRM Practices and Organizational Citizenship Behaviour: The Mediating Role of the Work–Family Interface
The aim of the study was to explore if and to what extent a positive perception of Human Resource Management Practices could be related to Organizational Citizenship Behaviors and if the Work–Family Interface could act as a mediator of such relationship. A group of 406 employees of an Italian sector of the Public Administration filled in a self-report questionnaire encompassing socio-professional information and the following psycho-social measures: Perception of Human Resource Management Scale, Work–Family Interface, and Organizational Citizenship Behaviors Scale. The results confirmed the importance of Human Resource Management Practices perceptions for positive Organizational Behaviors underlining the crucial role played by positive work-to-family and family-to-work spillover as mediators. The study reflected on the work–family relationships demonstrating the mediating role of positive work–family spillover in the relationships between perceived HR practices and organizational citizenship behaviors. The main limitations were related to the cross-sectional nature of the study and to the self-report measures used that raised concerns about possible common method bias. The findings showed implications for HR practices to plan actions and interventions aimed at supporting employees’ work–family balance and at encouraging organizational citizenship behaviors.
Journal Article
Making Artificial Intelligence Work at Work: The Role of Human Resource Practices and Personal Attitudes in Fostering Meaningful Work with Artificial Intelligence
The rapid diffusion of Artificial Intelligence (AI) is transforming job characteristics, raising important questions about how to implement these technologies in organizations in ways that support employee well-being and performance. Drawing on the High-Involvement Management framework, this study examined employee-centered Artificial Intelligence implementation (ECAII) practices (defined as transparent communication, consultation, and training initiatives) as strategic levers to foster positive employee outcomes during Artificial Intelligence-driven transformations. Survey data were collected from 168 Italian white-collar employees who actively used Artificial Intelligence in their work. Structural equation modeling was employed to test direct and indirect relationships among employee-centered Artificial Intelligence implementation practices, work meaningfulness, job satisfaction, and job performance, as well as the moderating role of personal attitudes toward AI. Results showed that employee-centered Artificial Intelligence implementation practices had significant direct effects on both job satisfaction and performance, as well as indirect effects through work meaningfulness. Latent moderated mediation analyses further revealed that these indirect effects were stronger among employees with more positive attitudes toward Artificial Intelligence. Overall, the findings highlighted the importance of employee-centered strategies for enhancing meaningfulness and fostering positive outcomes during technological change. This study contributed to Human Resource Management (HRM) and meaningful work research by extending classic theoretical frameworks to Artificial Intelligence-enabled workplaces. Furthermore, from a practical perspective, our findings provided valuable guidance for organizations by highlighting the importance of transparent communication, employee involvement, and targeted training in reducing uncertainty and helping employees perceive their roles as relevant during the implementation of Artificial Intelligence.
Journal Article
The Art of Designing Work: Work/Family Interface as a Mediator in the Relationship between Work Design, Burnout, and Performance
Because of the massive changes experienced within work contexts over the last decades, work design has received renewed attention both from scholars and practitioners interested in carefully balancing job demands with employees’ needs, aiming to boost performance. Hence, work design, meant as a strategic human resource management tool to craft job context and content, has been proven to impact on work performance and burnout. However, despite this evidence, the literature clearly explaining the paths through which work design might lead to positive or negative organizational outcomes is still scarce. To address this gap, the present study investigated the contribution of work–family interface aspects (i.e., work–family conflict and work–family enrichment) as mediators in this relationship. The participants were 160 white-collar employees, invited to fill in an online survey encompassing socio-demographical information (e.g., age, gender, education, and professional role) and individual self-report responses on the study variables (i.e., work design, work/family conflict, work/family enrichment, burnout, and work performance). The path analyses were conducted to investigate the direct and indirect relationships among constructs. The results showed that work–family conflict mediated the relationships between some work design characteristics and burnout, whereas work–family enrichment had a mediating role in the paths leading both to burnout and to work performance. The implications for research and practice were discussed with respect to an evidence-based human resource management perspective.
Journal Article
Emotional Exhaustion and Engagement in Higher Education Students during a Crisis, Lessons Learned from COVID-19 Experience in Italian Universities
Italian university students face an uncertain future characterised by a competitive neoliberal academic environment with high demands and a weak labour market that often cannot hire those who are best qualified. The COVID-19 pandemic has exacerbated students’ uncertainty and negatively affected their well-being. The purpose of this study is to explore perceptions of academic life during the pandemic and to examine the relationship between study load, reduced academic performance, internet addiction, academic self-efficacy, and engagement and emotional exhaustion. A sample of university students (N = 10,298) from 11 Italian universities completed a self-report questionnaire about their academic and personal lives between May and June 2021. We performed two multiple linear regressions and one ANOVA to highlight gender differences. Results indicate that female students reported lower levels of engagement and academic self-efficacy, and higher levels of exhaustion and study demands compared to male students, while older students generally appear to exhibit higher levels of well-being. Study load, reduced academic performance, and internet addiction showed a negative association with engagement, particularly the first two, and a positive association with exhaustion, while self-efficacy was positively associated with engagement and negatively associated with exhaustion. The results suggest the need to introduce additional forms of support, such as psychological support, internet addiction awareness courses or counseling services.
Journal Article
A Flight Path to Well-Being: The Mediating Role of Continuous Learning between Burnout and Work Performance in Aviation Professionals
The profession of airline pilots is characterized by high levels of stress and a significant risk of burnout. The health emergency period has exacerbated these challenges to health and well-being, with long COVID adding further strain to aviation professionals even in the post-pandemic scenario. In this context, it is essential to promote positive organizational behaviors to reconcile individual well-being with work performance. This study aimed to explore the mechanisms linking burnout to work performance behaviors (i.e., proficiency, adaptivity, and proactivity) among pilots, hypothesizing the mediating role of continuous learning behaviors. Based on the Conservation of Resources theory, we posited that burnout depletes pilots’ resources, thereby hindering continuous learning and reducing performance behaviors. Moreover, this study examined the work-related stress factors that could affect burnout and the consequences of performance behaviors on actual performance measured by a flight simulator. Data were collected from 123 pilots through an online survey and analyzed using path analysis. The results revealed that continuous learning mediated the relationship between burnout and work performance behaviors. Furthermore, work-related stress factors were significantly related to burnout, and work performance behaviors were linked to flight simulator performance. Our findings underscored the critical role of continuous learning in explaining the adverse effects of burnout on performance. These insights could inform targeted interventions to promote continuous learning and stress management among aviation professionals, ensuring sustained performance and well-being in the long term.
Journal Article
Managing social and human capital in organizations
Purpose: The purpose of this paper is to discuss the role of communities of practice in organizations and their most beneficial effects for both individual and collective development. Design/Methodology/Approach: Based on a literature review, from the first authoritative texts by Lave and Wenger until the most recent critiques, the paper has attempted to conciliate the individual and the organizational perspectives about this precious tool for knowledge management and creation. Findings: Because of their distinctive features, a joint enterprise, a mutual engagement and a shared repertoire, if strategically managed, might resort to individual and organizational positive outcomes. From an individual perspective, communities could be beneficial in developing professional skills, a stronger sense of identity and finding continuity even during discontinuity and change. From an organizational perspective, communities of practice could help drive the strategy, start new lines of business, solve problems quickly and transfer best practices. Research Limitations/Implications: Many limitations about this conceptualization have been presented. Therefore, future research should try to focus on communities within different socio-cultural contexts and within different kinds of organizations. Practical Implications: Practical implications about the use of communities of practice within organizational contexts are mainly linked to the enhancement of human and social capital seen as a strategic, although intangible, asset. Social Implications: The social implications of this paper are connected to the contribution to the discussion on the theme which is quite uncommon in human resource management research. Originality/Value: The value of this paper is the attempt to connect the communities of practice to human and social capital.
Journal Article