How inclusive governance should drive gender equality in universities: a proposed methodology

The article tackles the topic of inclusive governance in institutional change and gender equality in universities. It has two objectives. First, it envisions inclusive governance as a method to effectively convey cultural change aimed at gender equality and proposes the implementation of a pilot case applied to the University of Brescia through a mixed-method approach. It develops a framework for the par-ticipatory governance process that lies on the theoretical basis that inclusive gov-ernance promotes institutional change and drives gender equality. In particular, the research identifies and describes three core elements: actors and roles, legit-imacy and delegation, and participation process. Second, based on this framework, the analysis suggests a methodology to evaluate the participatory governance pro-cess for introducing a Gender Equality Plan (henceforth GEP) within universities. The research employs a mixed-method approach and proposes a parallel conver-gent design that adopts three instruments: interviews, questionnaires, and focus groups. The article provides insight into understanding whether deep levels of co-operation in the GEP implementation through a participatory governance process would enhance the gender mainstreaming capacity of public administrations

Art-based methods: Theatre Teaches and Business Theatre

[EN] The paper aims to investigate the use of arts in teaching, specifically the art of theater, to provide the new skills searched from the job market. Our work compares the two experiences of the Theatre Teaches performed at University of Brescia and of Business Theatre at University of Catania. The idea of the paper is based on the scientific collaboration among the two co-authors involved, during the last 10 years, on the development of innovative method of teaching focused on non- technical skills. After depicting the incumbent needs of non-technical skills searched from the job market, the comparison on the use of theatre in the two Universities highlighted how both methods support the development of relational, cognitive and managerial soft skills, even if in a different way: when using Theatre Teaches the major skills concern the cognitive ones, while when using Business Theatre the major skills concern the relational ones. Furthermore, it emerges that Theatre Teaches is more effective with cognitive engagement while Business Theatre with emotional engagement. Both are effective in the behavioral engagement (i.e. physical participation in an activity), which emerges as the distinctive characteristic of theatre art-based method.Bannò, M.; D'allura, GM. (2019). Art-based methods: Theatre Teaches and Business Theatre. En HEAD'19. 5th International Conference on Higher Education Advances. Editorial Universitat Politècnica de València. 489-497. https://doi.org/10.4995/HEAD19.2019.9249OCS48949

Automazione e lavoro: una ricerca su cambiamento tecnologico e impatto sull’occupazione

Le tecnologie di automazione sembrano sempre più in grado di sostituire il lavoro umano. Ci si aspetta una “disoccupazione tecnologica” di massa? Quali categorie di lavoratori e lavoratrici sono più a rischio? In questo libro si prova a rispondere in modo sintetico ma rigoroso a queste domande, fornendo al lettore tutte le conoscenze e gli strumenti necessari. La paura per le “macchine” ha una storia che risale alla Rivoluzione Industriale. Il tema è oggi tornato di grande attualità. La ricerca economica recente tenta di stimare l’impatto dell’automazione sull’occupazione cercando di calcolare la probabilità di automazione delle varie professioni. Questo libro fornisce per la prima volta una stima dei rischi di sostituzione da parte delle macchine dei lavoratori e delle lavoratrici in Italia e discute di quali sono i fattori strutturali che potrebbero influire sull’effettiva introduzione di robot e di altre forme di tecnologie di automazione nell’economia italiana

Family business and the approach to HRM abroad

Despite the growing participation of Family Businesses (FBs) in foreign direct investments, research on the models adopted for managing human resources abroad is still limited. This paper provides new evidence on the relationship between FB and Human Resource Management (HRM) abroad based on a sample of internationalized Italian firms. Our analysis provides two main results. First, the degree of alignment with the FB model is a significant predictor of the approach to HRM abroad. Second, a disaggregated analysis shows that not all dimensions of FB exert the same effect on the approach to HRM abroad. Whereas governance structure and successors display no sig-nificant impact, family-centric managerial models favor the exploitation of the human resources supplied by the home country

Firm participation in financial incentive programmes: The case of subsidies for outward internationalisation

This study explores the process of firms’ participation in financial subsidies supporting outward foreign direct investments. Policy makers should be concerned about the existence of self-selection mechanisms among eligible firms as they could fail to reach the target population. Using firm-level data on subsidised firms and potential applicants, we show that firms self-select according to the balance between application costs and expected benefits. These findings have interesting policy implications. First, participation rate among the target group could be enhanced by lowering application costs. Second, in order to avoid deadweight effects, expected benefits should carry a higher value for target firms