Search results

According to recent developments in the literature, the spread of corporate social responsibility (CSR) principles would inevitably have a significant impact on foreign activities of multinational corporations (MNCs). Two forces seem to have influenced multinational firms' behavior: social maturity from international society and cultural evolution of political thought in several developed countries (DCs). The literature has already pointed out the importance of the multinational firm's function as a moral agent, identifying different components of respect for a sustainability management system. Based on these assumptions, the purpose of this paper is to frame MNCs' behavior within CSR, stressing the importance of a different approach to the management of local resources and stakeholders. The paper will argue for a shift of perspective concerning workers, suppliers and community, from resources to be exploited to partners and co‐creators of MNC values.

In the research design, the authors use the case method, choosing a multiple case studies research composed of five firms, with three criteria: international firms with an international supply chain, firms with a formalized CSR management and organization process and the accessibility of firm data.

In this paper, CSR emerges as the comparative advantage concept that forms the basis of the international distribution of multinational activities, calling for a new theoretical viewpoint that necessitates a rethinking of MNCs' strategies.

MNCs are opening toward responsible and sustainable business strategies. Workers, suppliers and communities represent the true challenge ahead, and the management of relationships with these actors is the starting point for an internationalization in a more integrated ethical and economic view.

The aim of this paper is to demonstrate that synergy between firms and local institutions may lead to success even in an economic environment which cannot offer competitive advantages to high tech industrial clustering. However, the condition for such a complex result is convergence between cluster‐based regional development policy, the related industry national strategy and the central government preferential policy for less developed areas.

The experiences selected as case studies are the Xi'an National Civil Aerospace Base in Shaanxi Province (China) and CampaniAerospace in Campania region (Italy). As information was gathered both through policy documents (China and Italy) and direct interviews to cluster's stakeholders (Italy), the outcome is, according to the criteria suggested by Eisenhardt and Yin, a qualitative research. Comparing economic data provided by the respective countries' Statistical Offices, the authors assessed that Shaanxi Province and the Campania region share a “peripheral” position within their respective national context. Starting from this, the authors analyzed the formal documents which reported the experience of the two clusters.

The finding is that the outcome (the status of cluster which is assumed as “a value in itself”) of the convergence between firms' will to gain agglomeration advantages and the policymakers' plan to redress interregional economic disparities is definitely not an efficiency‐driven process. In the high tech sectors which are very sensitive to the increasing competition for technology on the international market, the pursuit of efficiency may, on the contrary, be dissipated.

As attested by the comparative literature, aims and performance of industrial clusters differ in accordance with the stage of economic development as well as the institutional and regulatory framework. The paper demonstrates, however, that in the take‐off stage, it is the position occupied by the host region within the national context which determines the behaviour of the actors concerned as well as the outcome of their commitment.

This paper aims to explore how the scientific literature and company reports have addressed inclusive workplace design and strategies to date.

This paper adopts a scoping review to answer the following question: To what extent is inclusion present in workplace design and related strategies? An analysis of 27 scientific papers and 25 corporate social responsibility reports of the highest-ranked companies in the Great Place to Work global ranking disentangles the main aspects related to workplace design and strategies for promoting inclusion.

This paper opens avenues for four macro-categories of diversity (psycho-physical aspects; cultural aspects; socio-economic conditions; and ability, experience and strengths) to support the development of inclusive workplace design and strategy. Besides, multiple spatial scales emerged as material and immaterial elements of the workplace encountering inclusion and diversity.

Nowadays, the workforce is becoming more diverse. Although diversity, equity and inclusion (DE&I) has become key to many organizations, it remains unclear how DE&I principles are applied in workspace design and strategies. This scoping review provides a novel perspective on the topic by integrating scientific knowledge and practice-based approaches which still address this matter independently.

The menopausal transition (MT) is a period when there may be an increase in visceral fat mass and a worsening of cardiometabolic risk factors. Few studies have evaluated the efficacy of plant-based low-calorie diets on groups of women at different stages of MT. The purpose of this study is to compare the effectiveness of a high plant-to-animal protein ratio diet in women of similar age but with different fertility statuses.

Subjects were divided into three groups according to their fertility status at the baseline: “premenopausal” (n = 11), “perimenopause” (n = 14) and “postmenopause” (n = 18). Body composition (BC) was measured at the beginning and after eight months of treatment. Individualised lifestyle treatment included a strong component of plant-based foods.

Forty-three overweight or obese Caucasian women (age 52.3 ± 4.5 years, body mass index 30.6 ± 5.4 kg/m2, fat mass 33.1 ± 9.3 kg data presented as means ± SD) were included in the study. Mean physical activity was 8.4 ± 7.6 metabolic equivalent of tasks/week. Subjects had an improvement in BC (fat mass −5.6 ± 4.0 kg, p < 0.001 protein −0.3 ± 0.5 kg, p < 0.001), HDL-C and systolic blood pressure values. Waist circumference and hip circumference decreased by 4.1 ± 3.1 cm and −6.0 ± 4.3 cm, respectively. Weight loss resulted in a significant improvement in some blood lipid values, such as total and high-density lipoprotein cholesterol. Adherence to a high plant protein diet helps adult women with different fertility statuses to improve BC and reduce cardiovascular risk factors. Long-term studies with larger sample sizes are needed to confirm these findings.

In pre-peri- and post-menopausal adult women, a diet high in plant proteins improves body composition and reduces cardiovascular risk factors.

Higher education (HE) institutions can play a fundamental role in achieving the Sustainable Development Goals. However, universities often face various obstacles to sustainability management, leading to a lack of strategies for implementing governance for sustainability (GFS). The purpose of this paper is to propose a model, based on work and organizational psychology (WOP), for the analysis, promotion and implementation of GFS in HE. The model includes five dimensions: culture, leadership, teamwork, communication and transition management.

Using a mixed methods approach, GFS was investigated in four Piedmontese (Northern Italy) universities and in their sustainability network, applying the model proposed in this paper.

The five dimensions of the model have proven to be fundamental to the development of GFS in HE. Each dimension was filled with experiences from specific contexts through data collection, highlighting specificities and barriers. Furthermore, the mixed methods approach and the WOP perspective proved to be effective in addressing sustainable transitions in HE.

A practical proposal for analyzing and improving HE sustainable transitions in a WOP perspective is still missing, as well as a model that identifies organizational dimensions that should be monitored. This study not only provides an example of this transition but also confirms the importance that the literature attributes to the specificities and barriers of dimensions such as culture, leadership, teamwork, communication and transition management in this context.

This paper aims to explore the extent to which Covid-19 has challenged work habits and outcomes. The authors argue that after the lockdown period workers have been experiencing a new work mode called “Covid-working”. The aim is to provide a first interpretation of this phaenomenon and elaborate on future real estate strategies and workplace policies based on this experience.

Using survey data, this research analyses Covid-working in a large-sized company in Italy. The survey was answered by 90 employees and addresses three domains: locations of work; a comparison between work-from-home (WFH) and work from the office; and outcomes of Covid-working vs office-working.

With Covid-working, the workers of the case company drastically changed their traditional work from the office approach to pure WFH. While this abrupt switch might generate difficulties in adaptation, this working practice was generally appreciated by this company’s workers. Positive and negative outcomes of Covid-working confirm previous studies on remote working. Recommendations on multi-location of work, new value for the headquarters and diversity empowerment open up avenues for future real estate strategies.

Observations on Covid-working are still limited and mainly appear on grey literature, due to the newness of this phaenomenon. Empirical studies such as the proposed one can increase companies’ awareness of the positive and negative outcomes of this experience and support their future workplace strategies.

This paper investigates how global talent management processes are adopted and implemented in a virtual organization to successfully address the challenges of global work arrangements and the sustainable human and social outcomes that can be achieved.

Adopting a single, exploratory and critical case study methodology, this paper analyzes a global distributed company, Automattic Inc., to provide in-depth and rich insights on successful business process management in the human resources (HR) domain.

The findings offer some exemplary and valuable lessons in sustainable human resource management for firms in all sectors on how to embrace global talent management in a more creative and sustainable way – and the benefits in terms of efficiency and effectiveness that can be derived – by identifying talent through auditions, recruiting by inspiring others to apply, developing talent by sharing the value of learning and retaining talent by having fun.

The study contributes a more rounded understanding of successful business process management in the HR domain. Due to the COVID-19 pandemic, this is particularly relevant and timely for all organizations (traditional or virtual) venturing into successful global work arrangements.

This paper presents the outcomes of the international project “Protecting Landscape Heritage: a requalification project as an instrument for the re-birth of Quang Tri Old Citadel in Vietnam”, achieved with scientific cooperation between the Università Politecnica delle Marche (Italy) and Hue University of Sciences (Vietnam) funded by the Italian Ministry of Foreign Affairs and International Cooperation and Ministry of Science and Technology of Vietnam. The research focuses on the Quang Tri Citadel, founded in 1809 and now in an advanced state of degradation.

For the purpose of rehabilitation, the wide multidisciplinary project first examined the historical context of the military model, the architectural aspects of the structure, the characterization of the existing materials, the degradation levels of different parts, and, finally, a proposal of the suggested interventions.

The original structure and geometry were extrapolated and studied. Building materials were produced with nearby raw materials. Firing temperatures of bricks ranged from 800 to 1,000 °C, hydraulic lime was supposed the binder of the mortar with a calcination temperature lower than 1,000 °C. Damage assessment was provided and after these analyses a requalification project was proposed so the cultural heritage can play a role for the future in the dialog between different cultures.

The requalification project achieved by an integrated analytical approach defines aspects in relation to the restoration of the structures, enabling compliance with the geometry, techniques, building materials used in the original construction and allowing its guardianship and management to align with the historical context of the architectural heritage.

This chapter investigates the impact of the COVID-19 pandemic on economic stimulus policies. Based on data from 156 economies, empirical results show that in the medium term, cumulative effect of COVID-19 pandemic is positively correlated with the economic stimulus policies but not in the short term. Heterogeneity tests show that while economic policies are used in developed economies more often, restrictive measures in developing countries are likely used as a substitution; deaths have a positive impact on economic stimulus policies but confirmed cases not. The results suggest that the pandemic may reinforce economic inequality due to potential stimulus policy capabilities, requiring international coordination and assistance to low-and-middle income countries in various aspects.

This paper aims to identify which top leaders’ behavioral emotional intelligence (EI)-competencies affect firm performance when considering the overall organization orientation toward efficiency, human resources and adaptability to the external environment as an interface (i.e. a filter) between the individual leader and firm outcomes.

The research was conducted on a sample of Italian top leaders. The authors used a cross-level analysis that distinguishes individual characteristics, mid-level performance determinants and organizational results. The authors used a variety of methods of assessment: behavioral event interviews for top leaders’ EI-competencies; subject matter experts’ evaluations for organizational orientation; a non-parametric statistical analysis for distinctive competencies; objective financial data for firm financial performance. To identify which competencies impact on financial performance, factor and regression analysis was used.

In firms oriented toward efficiency, human resources and adaptability to the external environment, top leaders’ people management EI-competencies are the most frequent distinctive abilities. These distinctive competencies can be further distinguished into task, relationship and change-oriented behaviors, although only the first two appear to be related to firm performance.

To foster firm performance, top leaders should leverage certain EI-related competencies, especially those that are task and relationship oriented. Leaders should not only see the organization as an extension of themselves but also be aware that the organization might obstacle their individual impact.

This original empirical study uses different data sources and methodologies, it assesses a multi-level model and is conducted in Italy. No previous empirical study has considered the organization as a filter – and not an enhancer – between the top leader and firm performance.