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Article
Publication date: 9 October 2017

Alfredo Biffi, Rita Bissola and Barbara Imperatori

The purpose of this paper is to illustrate and discuss the main features and key challenges of an original post-graduate education program designed according to an innovative…

1174

Abstract

Purpose

The purpose of this paper is to illustrate and discuss the main features and key challenges of an original post-graduate education program designed according to an innovative theoretical framework promoting design thinking in a rhizomatic approach. By involving different stakeholders, the aim of this entrepreneurship education program is to disseminate rhizomatic, design-based learning competencies and thereby contribute to revitalizing a region’s socio-economic fabric.

Design/methodology/approach

Through the use of a pilot case, the paper exemplifies the application of the design thinking approach combined with the rhizomatic logic. Design thinking enables dealing with the complexity, uncertainty, and ill-defined problems that often characterize a business reality while the rhizomatic process combines the production of collective knowledge through a non-linear, complex and emergent path that nurtures innovation.

Findings

This entrepreneurship education program exemplifies a viable strategy to deal with a regional economic crisis by engaging different local actors including enterprises, local institutions, municipalities, and universities. It demonstrates the potential value of a new educational approach as a powerful lever to activate the energy of people, their competencies, relationships, shared projects, and new entrepreneurial ventures. The first edition of the program offers ideas, practices, and challenges to all stakeholders of potentially similar education projects.

Originality/value

The depicted pilot case allows us to exemplify how a design thinking framework reinterpreted on the basis of a Deleuzian rhizomatic perspective can enable developing innovation as a way of overcoming difficulties and succeeding, an essential prerequisite for many entrepreneurial organizations today.

Details

Education + Training, vol. 59 no. 9
Type: Research Article
ISSN: 0040-0912

Keywords

Open Access
Article
Publication date: 19 October 2022

Rita Bissola and Barbara Imperatori

This study adopts the popular culture lens to investigate the collective understanding behind the human resources (HR) occupations.

1288

Abstract

Purpose

This study adopts the popular culture lens to investigate the collective understanding behind the human resources (HR) occupations.

Design/methodology/approach

The empirical study analyzes 129 characters from 87 movies, television (TV) series, books and comics. The measurement model was tested using structural equation modeling and cluster analysis identified five HR representations in the popular culture.

Findings

Popular culture reflects five HR representations: The Executor, the Hero, the Buddy, the Bore, and the Good-time person. Results suggest that public opinion pays scarce attention to the so-called HR “strategic position” while underlining the need for a more socially responsible HR approach.

Originality/value

The authors' study serves as a means for integrating past research on HR role and reputation, occupational image, self-identity and popular media. While most scholars have addressed popular culture as a single case and paid almost no attention to the HR domain, this article complements the literature by offering a fruitful way to distil HR summative popular culture representations, thus advocating for both a theoretical and a methodological contribution.

Details

Employee Relations: The International Journal, vol. 44 no. 7
Type: Research Article
ISSN: 0142-5455

Keywords

Open Access
Article
Publication date: 10 June 2020

Claudia Dossena, Francesca Mochi, Rita Bissola and Barbara Imperatori

The research and practice agree that social media are reshaping strategy and organization rules across industries. Nevertheless, how social media can become a source of…

6469

Abstract

Purpose

The research and practice agree that social media are reshaping strategy and organization rules across industries. Nevertheless, how social media can become a source of competitive advantage remains under-investigated and there is no evidence about which capabilities and competencies can effectively and strategically exploit social media. By merging the literature on social media management and hospitality, the authors develop and test a theoretical framework that identifies the most relevant capabilities and competencies for using social media in the food service sector. The paper aims to map them and understand which ones are relevant according to different strategic choices of social media use.

Design/methodology/approach

The authors adopted a qualitative methodology using semi-structured interviews to managers or owners of 14 restaurants in a big city in Northern Italy.

Findings

The theoretical framework suggests that social media could be strategically used for different aims by relying on specific capabilities and competencies. The authors tested it and found that, though nowadays restaurant managers mainly focus on a narrow set of social media competencies linked to relational and marketing capabilities, some also rely on social media to promote organizational change and innovation.

Originality/value

The authors propose a theoretical framework and preliminary evidence on capabilities and competencies declined for the food service sector. The model considers different uses of social media and related capabilities and competencies by mapping them accordingly to their strategic use. The authors preliminarily validate our framework and highlight the competencies possessed by the restaurant managers of our sample and their alignment with the strategic use of social media.

Details

Journal of Tourism Futures, vol. 7 no. 1
Type: Research Article
ISSN: 2055-5911

Keywords

Content available
Book part
Publication date: 11 November 2019

Abstract

Details

HRM 4.0 For Human-Centered Organizations
Type: Book
ISBN: 978-1-78973-535-2

Book part
Publication date: 18 August 2014

Rita Bissola and Barbara Imperatori

The aim of this chapter is to explore employee behaviors and expectations of the role of social media when searching for jobs, to offer recruiters and companies valuable insights…

Abstract

Purpose

The aim of this chapter is to explore employee behaviors and expectations of the role of social media when searching for jobs, to offer recruiters and companies valuable insights to design and manage appropriate web-based employer branding and recruitment strategies.

Methodology

The research strategy is based on semi-structured in-depth interviews involving 34 central informants: talented Gen Yers and social media recruitment experts and mangers. The project focuses on the Italian context, an exemplary country with the highest social media penetration rate.

Findings

The results demonstrate the “bounded” popularity of social media as a recruitment tool among Gen Yers who implement up to five active and passive behaviors, albeit not all widespread, according to varying patterns and using different social media for different purposes: receiving, seeking, sharing, leading, and experiencing. Gen Yers, with aims that vary in line with various staffing phases, collect and share rumors and voices from both internal and controlled organizational sources but also, and above all, from external and organizational sources that companies do not control directly.

Practical implications

Social media seem to offer appealing and valuable opportunities to attract and engage talented young individuals, sustaining the quality, quantity, and fairness of employment relationships. Conversely, they also involve some organizational risks and costs. The chapter offers some managerial cautions and advocates a radical change in the prevalent HRM mindset for the improved management of transparency that social media solutions entail.

Originality/value

Results contribute in understanding how social media can better sustain employer branding and recruitment activities, especially considering the needs and expectations of talented young employees and professionals in the Italian context. Italy is an emblematic context, where the social media potential appears to be extremely interesting, considering its high rate of social media penetration.

Details

Social Media in Human Resources Management
Type: Book
ISBN: 978-1-78190-901-0

Keywords

Book part
Publication date: 11 November 2019

Daniela Isari, Rita Bissola and Barbara Imperatori

Despite much rhetoric about the need to be strategic, HR professionals have often had difficulty in establishing themselves as credible contributors to organizational…

Abstract

Despite much rhetoric about the need to be strategic, HR professionals have often had difficulty in establishing themselves as credible contributors to organizational performances, facing a legitimacy issue in their relationship with line managers. Adopting a social cognitive theory framework, the present study explores the HR professionals’ perceptions and expectations of the changing roles that HR professionals and line managers could play in a near future scenario where a set of smart technologies will be applied to HRM.

The research design is based on a two-wave survey: it involves 53 HR professionals belonging to the HR department of the Italian branch of one of the biggest international consulting companies which is about to implement a wide digital transformation.

Preliminary findings prompt reflections into the role of digital practices in reshaping the relationship between the HR department and line managers, especially in consideration of the role of HR professionals’ technology readiness and tenure. They suggest that HR devolution is not a matter of “all or nothing,” but it requires different solutions, which also depend on the nature of the specific HR practice. From a managerial perspective, the chapter suggests the paramount importance of sustaining the digital mindset of the HR professionals and their professional image.

Details

HRM 4.0 For Human-Centered Organizations
Type: Book
ISBN: 978-1-78973-535-2

Keywords

Book part
Publication date: 18 April 2016

Rita Bissola and Barbara Imperatori

Based on stakeholder theory, human resource management literature, and the main research streams on engagement, this study aims to develop and validate a scale of stakeholder…

Abstract

Purpose

Based on stakeholder theory, human resource management literature, and the main research streams on engagement, this study aims to develop and validate a scale of stakeholder engagement specifically suitable for the social enterprise domain. Despite the evidence that stakeholder management is crucial and specific for the social enterprise domain, there is not yet an established measure of stakeholder engagement that can be used to foster the design of the effective organizational practices to manage the specific stakeholder relationship in the social enterprise context.

Methodology/approach

A survey among 328 social enterprise stakeholders working in a variety of enterprises, roles, jobs (i.e., employees, social entrepreneurs, and volunteers) enables us to validate a comprehensive and multidimensional scale of stakeholder engagement.

Findings

The new measure includes dimensions of job, enterprise, organizational formula, professional, and social engagement. Results advance some practical and theoretical considerations both for the social enterprise research and for the engagement literature.

Details

Governance and Performance in Public and Non-Profit Organizations
Type: Book
ISBN: 978-1-78635-107-4

Keywords

Book part
Publication date: 9 August 2017

Francesca Mochi, Rita Bissola and Barbara Imperatori

This chapter explores different strategies implemented by three companies using professional (LinkedIn) and non-professional (Facebook) social networking websites (SNWs) as a…

Abstract

Purpose

This chapter explores different strategies implemented by three companies using professional (LinkedIn) and non-professional (Facebook) social networking websites (SNWs) as a recruitment tool and investigates the influence of their perceived usability and attractiveness on job seekers’ attraction and their intention to apply.

Methodology/approach

First, a laboratory experiment involving 171 MBA students compares the effectiveness of three different social recruitment strategies. Second, a survey among 110 job seekers focuses on the most effective strategy in terms of attraction as an employer and the influence of perceived usability and attractiveness of professional SNW pages on job seekers’ intention to pursue the job.

Findings

The laboratory experiment confirms the key role of LinkedIn as an e-recruitment practice. The survey shows that the overall company image, the usability of the LinkedIn page and the interaction between the attractiveness of the page and the overall company image positively influence job seekers’ intention to pursue the job.

Social implications

The research offers insights on job seekers’ reactions to 2.0 Internet-based recruitment. Companies should focus on and invest in professional social medias, paying attention to the usability of their SNWs pages.

Originality/value of the chapter

Recruitment is a strategic HRM practice to attract talents; however, research lags behind practice and little is known about job seekers’ perceptions and reactions to Internet recruitment. This chapter sheds light on the use of social media for recruitment and identifies two features that contribute to an effective e-recruitment strategy.

Details

Electronic HRM in the Smart Era
Type: Book
ISBN: 978-1-78714-315-9

Keywords

Article
Publication date: 27 May 2014

Rita Bissola and Barbara Imperatori

The purpose of this paper is to examine whether the organizational redesign opportunities currently offered by web-based technological innovations contribute to rebuilding and…

5310

Abstract

Purpose

The purpose of this paper is to examine whether the organizational redesign opportunities currently offered by web-based technological innovations contribute to rebuilding and strengthening the employee-HR department relationship, rendering personnel management policy criteria more transparent, increasing perceived fairness and thus helping to instil trust in the HR department, albeit in a diverse virtual context.

Design/methodology/approach

The authors designed a survey involving 526 Gen Y employees and tested the hypotheses using structural equation modelling analyses.

Findings

The results confirm a positive relationship between relational e-HRM system adoption, procedural justice and trust in the HR department.

Research limitations/implications

The results provide evidence that technology can support the development of institutional trust in virtual environments and thus contribute to the growing e-HRM literature, to the more consolidated strategic HRM research domain and to the debate on trust in technology-mediated relationships.

Practical implications

The paper provides valuable and at times unexpected results on the new potential role of the HR department in the current fluid and insecure labour market, thereby forming the basis for defining some useful guidelines to design and implement the e-HRM architecture.

Originality/value

The paper focuses on understanding how relational e-HRM could impact on the direct employee-HR department relationship, from the Gen Y employees perspective, that is almost neglected in the growing literature. Moreover it suggests some unexpected insights on the role of technology innovativeness in moderating the impact of e-HRM on trust in the HR department.

Content available
Book part
Publication date: 18 April 2016

Abstract

Details

Governance and Performance in Public and Non-Profit Organizations
Type: Book
ISBN: 978-1-78635-107-4

1 – 10 of 26