What factors influence training opportunities for older workers? Three factorial surveys exploring the attitudes of HR professionals

The core research questions addressed in this paper are: what factors influence HR professionals in deciding whether to approve training proposals for older workers? What kind of training are they more likely to recommend for older employees and in which organizational contexts? We administered three factorial surveys to 66 HR professionals in Italy. Participants made specific training decisions based on profiles of hypothetical older workers. Multilevel analyses indicated that access to training decreases strongly with age, while highly-skilled older employees with low absenteeism rates are more likely to enjoy training opportunities. In addition, older workers displaying positive performance are more likely to receive training than older workers who perform poorly, suggesting that training late in working life may serve as a reward for good performance rather than as a means of enhancing productivity. The older the HR professional evaluating training proposals, the higher the probability that older workers will be recommended for training. keywords: training; older workers; HR professionals; factorial survey; multilevel model

Modeling malic acid dynamics to ensure quality, aroma and freshness of Pinot blanc wines in South Tyrol (Italy)

Pinot blanc is a leading grapevine variety in South Tyrol (Italy) for wine production. The high quality of its wines derives from a typical aroma of elegant apple notes and lively acidity. The typicity of the final wine depends on the origin of the vine, the soil, the oenological practices and time of harvest. The South Tyrolean mountainous areas meet the cold climatic requirements of Pinot blanc, which guarantee its sweet-acidic harmony obtained when organic acids are in balance with the other components of the wine. However, increasing temperatures in valley sites during the berry development period boost the activity of malic acid (MA) enzymes, which negatively affect the final sugar/acid ratio. Researchers are currently focused on understanding acid dynamics in wines, and there are no references for the best sugar/acid ratio for Pinot blanc. Moreover, the contribution of individual acids to the sensory profile of this wine has not yet been studied. In this study we address the effect of different climate conditions and site elevations on the sugar/acid ratio in developmental grapevine berries, and we evaluate the effect on wine bouquet. Even if different models and indices have been proposed for predicting sugar content, no predictive models exist for MA in white grapes. In a three-year study (2017, 2018 and 2019) that involved eight vineyards in four different location in South Tyrol at various elevations ranging from 223 to 730 m a.s.l., the relationships between bioclimatic indices, such as growing-degree day (GDD) and grapevine sugar ripeness (GSR) and grapevine berry content were investigated. The analysis reveals that GDD may potentially predict MA dynamics in Pinot blanc; hence, a GDD-based model was used to determine the GDD to reach target MA concentrations (3.5, 3.0, 2.5, 2.0 g/L). This simple model was improved with additional temperature-based parameters by feature selection, and the best three advanced models were selected and evaluated by 5-fold cross-validation. These models could be used to support location and harvest date choice to produce high-quality Pinot blanc wines

Job Crafting via Decreasing Hindrance Demands:The Motivating Role of Interdependence Misfit and the Facilitating Role of Autonomy

Job crafting theory suggests that misalignment between an employee’s preferred and actual amount of job characteristics acts as a motivational trigger for job crafting. We test this unexplored, yet key proposition underlying job crafting theory. To do so, however, we take a more comprehensive misfit perspective than previously applied, evaluating person-job undersupply and oversupply. We propose that task interdependence misfit motivates a reductive form of job crafting, decreasing hindrance demands. We also propose that low autonomy mitigates the misfit to decreasing hindrance demands relationship. To empirically evaluate this direction, we employ moderated polynomial regression and response surface analysis. Study 1 (N = 159 English-speaking respondents) findings suggest that task interdependence misfit (both undersupply and oversupply) is positively related to decreasing hindrance demands. Study 2 (N = 363 Dutch-speaking respondents) findings replicate and support our misfit hypothesis. Further, as expected, low levels of autonomy neutralize the relationship between task interdependence misfit and decreasing hindrance demands. Theoretical and practical implications regarding the misfit-as-motivation hypothesis, and the simultaneous investigation of job crafting facilitators (i.e., autonomy) and motivators (i.e., misfit) are discussed

Netherlands

The Netherlands traditionally had ample early retirement possibilities. Several reforms introduced from the late 1990s onward contributed to the successful reversal of this early exit trend. As a result, in 2018, employees o

Rethinking organizational culture: The role of generational subcultures

The construct of culture is receiving growing attention in the field of organizational studies due to its influence on many facets of the organizational life and several changes that are affecting nowadays organizations (e.g. internationalization, ageing, technology, etc.). Indeed culture is not static but it reflects the stages of the company development and changes occurring in the external environment. Moreover, there can be many subcultures within any organization each of them sharing different set of values and beliefs, expectations and patterns of appropriate behaviors. The simultaneous presence of these cultural groups have an impact on subsequent behaviors of firm members and can in turn influence the overall corporate culture. This is the case of the new generational mix that is characterizing the workforce with each generational group characterized by a different set of work values. The purposes of this essay are twofold. First, to provide a review of the concept of organizational culture by presenting the main theoretical frameworks and methodological issues involved in organizational culture research. The goal here is to relate organizational culture to other cultures simultaneously existing within companies such as national and generational culture. Second, to underline the importance of studying generation subcultures\ue2\u80\u99 influence on organizational culture due to the expected shift in the prevailing set of work values