Learning to Be Employable Through Volunteering: A Qualitative Study on the Development of Employability Capital of Young People

Over the last decades, consistent research showed that voluntary work could be considered as a tool for professional development and concrete employment: volunteering could be either experienced as a desire to improve career opportunities or to acquire new skills. The study aimed to investigate voluntary work as a context of informal and non-formal workplace learning and vocational guidance, useful to develop skills and abilities, namely the capital of personal and social resources, that could promote future employability. Participants were 38 young volunteers who experienced the Universal Civil Service, a national Italian program addressed to young people aged up to 28 years, giving them both the opportunity to engage in social activities useful for the community and have the first contact with a working context. In line with the objectives of the study, participants were invited to describe their volunteering experience in a diary, highlighting if and to what extent this context contributed to enhancing their employability capital, namely the asset of skills, knowledge, and networks acquired, that they could transfer to a future professional domain. The narrative data collected were examined through diatextual analysis, a specific address of discourse analysis designed to catch the relationship between enunciators, text, and context of the talk. This qualitative analysis allowed us to investigate the meanings young people attributed to these activities. In light of these results, the paper contributed to investigate volunteers’ perceptions about the conditions that could best foster this specific kind of workplace informal and non-formal learning and at proposing a qualitative perspective on the analysis of the employability capital they developed

The meaning of the organization or the organization of meaning? Metaphors as sensemaking tools to understand organizational change management

Within the last decades, language and discourse have entered the conception of organizing, meant as a process of sense-making where discursively based interpretations define agents, purposes, and or-ganizations. The aim of the present paper was to connect sense-making theory with the study of me-taphor, being the latter one of the most valuable and multifaceted linguistic tools, useful to catch, de-scribe, and shape organizational identity. To this purpose, the focus of the investigation was on the sen-se-making processes used by employees to figure out their organization, analysing the metaphors they use when talking about it. Participants to the study were 115 employees working in a medium-sized company operating in the automotive sector and located in the south of Italy. At the time of data collec-tion, the company was experiencing a great change due to a recent process of commercial expansion. Consequently, employees were engaged in managing great transformations of the organization, both related to its cultural vision and to the tasks and working modalities. Therefore, in-depth individual interviews were used to collect discursive data about the way employees perceived this transformation. The study was intended as an action-research intervention aimed at collecting data to support the HR func-tion in dealing with these organizational changes. Practical implications for the development of work and organizational (W&O) psychology are also discussed

Workaholism and Technostress During the COVID-19 Emergency: The Crucial Role of the Leaders on Remote Working

Although remote working can involve positive outcomes both for employees and organizations, in the case of the sudden and forced remote working situation that came into place during the COVID-19 crisis there have also been reports of negative aspects, one of which is technostress. In this context of crisis, leadership is crucial in sustainably managing and supporting employees, especially employees with workaholic tendencies who are more prone to developing negative work and health outcomes. However, while research on the role of the positive aspects of leadership during crises does exist, the negative aspects of leadership during the COVID-19 crisis have not yet been studied. The present study aimed to explore the role of authoritarian leadership in a sample of 339 administrative university employees who worked either completely from home or from home and the workplace. The study examined the moderating effect of a manager on this relationship and the connections between workaholism and technostress through conditional process analysis. Results pointed out that high authoritarian leadership had an enhancing effect, whereas low authoritarian leadership had a protective effect on the relationship between workaholism and technostress, only in the group of complete remote workers. Thus, authoritarian leadership should be avoided and training leaders to be aware of its effect appears to be essential. Limitations, future directions for the study, and practical implications are also discussed

Human resource management practices perception and career success: The mediating roles of employability and extra-role behaviors

Over the last decades, growing interest has been devoted to employees’ perceptions of Human Resource Management Practices because of their positive influence on individual attitudes and behaviors as well as on organizational performance. Furthermore, assuming the mutual benefits coming from a people-based management of the human capital in organizations, both in terms of employees’ increased motivation, engagement and commitment, and consequently enhanced performance and competitive advantage, recent research in the field concentrated on the impact of HRM practices perceptions on some distinctive individual attitudes and behaviors driving the success of organizations especially in times of radical change like the present ones. Moving from these assumptions, the aim of the present study was to examine the relationship between HRM practices perception and objective career success, considering the mediating role played by employability and extra-role behaviors. Participants were 960 Italian employees who filled an online self-report questionnaire available through the web platform Google Forms. The questionnaire encompassed socio-demographic information and self-report scales assessing the study variables. Results showed that HRM practices perception was positively related to employability, objective career success, and extra-role behaviors. Implications for theory and practice, limitations, and future research directions were also discussed

Does the end justify the means? The role of organizational communication among work‐from‐home employees during the covid‐19 pandemic

During the first months of 2020, the world, and Italy at an early stage, went through the Covid‐19 emergency that had a great impact on individual and collective health, but also on working processes. The mandatory remote working and the constant use of technology for employees raised different implications related to technostress and psycho‐physical disorders. This study aimed to detect, in such a period of crisis and changes, the role of organizational communication considering the mediating role of both technostress and self‐efficacy, with psycho‐physical disorders as outcome. The research involved 530 workers working from home. A Structural Equations Model was estimated, revealing that organizational communication is positively associated with self‐efficacy and negatively with technostress and psycho‐physical disorders. As mediators, technostress is positively associated with psycho‐physical disorders, whereas self‐efficacy is negatively associated. As regards mediated effects, results showed negative associations between organizational communication and psycho‐physical disorders through both technostress and self‐efficacy. This study highlighted the potential protective role of organizational communication that could buffer the effect of technostress and enhance a personal resource, self‐efficacy, which is functional to the reduction of psycho‐physical disorders. This study contributed to literature underlying the role of communication in the current crisis and consequent reorganization of the working processes

“Everything Will Be Fine”: A Study on the Relationship between Employees’ Perception of Sustainable HRM Practices and Positive Organizational Behavior during COVID19

Sustainable human resource management practices represent one of the main organizational strategy to survive and to prosper within the fast-moving current scenario. According to this view, sustainability is strictly linked to the consideration of the unique and distinctive value that each human resource means for organizations. The recent COVID19 pandemic is having a serious impact on organizations and on their employees, it is profoundly changing the working modalities, mainly introducing smart working practices that were showed to have significant consequences on workers’ wellbeing. This study aims to investigate employees’ perception of sustainable HRM in the frame of the COVID19 emergency, exploring if and to what extent perceptions of involvement and organizational support together with individual coping strategies associated with organizational change could influence positive organizational behaviors, namely organizational engagement and extra-role behavior. The research involved 549 participants who completed a self-report online questionnaire encompassing psycho-social measures of the abovementioned variables. Results confirmed the important role played by sustainable HRM practices both for the capitalization of human resources and of organizational performance in a time of great uncertainty and global crisis. Implications for theory and HRM practice development were also discussed

Genetic dissection of the relationships between grain yield components by genome-wide association mapping in a collection of tetraploid wheats

Increasing grain yield potential in wheat has been a major target of most breeding programs. Genetic advance has been frequently hindered by negative correlations among yield components that have been often observed in segregant populations and germplasm collections. A tetraploid wheat collection was evaluated in seven environments and genotyped with a 90K SNP assay to identify major and stable quantitative trait loci (QTL) for grain yield per spike (GYS), kernel number per spike (KNS) and thousand-kernel weight (TKW), and to analyse the genetic relationships between the yield components at QTL level. The genome-wide association analysis detected eight, eleven and ten QTL for KNS, TKW and GYS, respectively, significant in at least three environments or two environments and the mean across environments. Most of the QTL for TKW and KNS were found located in different marker intervals, indicating that they are genetically controlled independently by each other. Out of eight KNS QTL, three were associated to significant increases of GYS, while the increased grain number of five additional QTL was completely or partially compensated by decreases in grain weight, thus producing no or reduced effects on GYS. Similarly, four consistent and five suggestive TKW QTL resulted in visible increase of GYS, while seven additional QTL were associated to reduced effects in grain number and no effects on GYS. Our results showed that QTL analysis for detecting TKW or KNS alleles useful for improving grain yield potential should consider the pleiotropic effects of the QTL or the association to other QTLs

Il ruolo dei modelli familiari nelle scelte di carriera nella transizione scuola-università-mondo del lavoro: uno studio sugli studenti di scuola secondaria superiore

Negli ultimi decenni, il tema della scelta di carriera nella transizione dalla scuola al mondo del lavoro è diventato rilevante nella ricerca e nella pratica di orientamento. L’obiettivo di questo studio è quello di analizzare la relazione tra processo di career decision making e influenza della famiglia. Sono stati coinvolti nella ricerca 169 studenti di scuola superiore cui è stato chiesto di compilare un questionario volto a misurare la difficoltà nel career decision making, l’autoefficacia percepita nella scelta, la percezione del contesto familiare e le aspettative parentali. I risultati mostrano come la percezione del contesto familiare influenzi le difficoltà percepite nella scelta di carriera e l’autoefficacia percepita nel career decision making, mentre le aspettative genitoriali hanno impatto solo sull’autoefficacia percepita