Luca Solari - Academia.edu (original) (raw)
Papers by Luca Solari
il paper analizza le problematiche giuridiche del contratto aziendale FIAT di Mirafiori: se sia c... more il paper analizza le problematiche giuridiche del contratto aziendale FIAT di Mirafiori: se sia compatibile con le previsioni del CCNL e quale efficacia giuridica possa esplicare nei confronti dei lavoratori non iscritti alle organizzazioni sindacali firmatari
The research project "Genor" investigates those characteristics that make unique an organization ... more The research project "Genor" investigates those characteristics that make unique an organization and it aims at identifying organizational elements, values and intangible factors, which, due to their persistence and transmissibility, can be defined as "genetic traits" of the organization. These genetic traits are expected to have a long-term impact on strategic and organizational behaviors of a firm, as well as on the capability of adapting to change. The goal of the project is to pinpoint and measure selected genetic traits of Enel Group. The research make use of different approaches, by using both social-science tools and an innovative methodology of computational semantic analysis of texts. The project is articulated in two stages: in the first stage different methodologies (literature review, analysis of historical evolution of jobs, competences and shared values, climate survey of Enel Group, semantic analysis of texts) are combined to identify possible genetic traits; the second stage aims at verifying their presence within the Enel Group, using focus group, questionnaires, and interviews and at analyzing the relationship between genetic traits and strategic skills and know-how. The knowledge of the "genetic traits" of Enel Group will help in understanding how to develop new strategic knowledge, a necessity to respond to changes that are affecting the electricity sector. The results of this research shall provide the basis for the implementation of actions aimed at facilitating the transition of the company towards the future challenges of the market.
A Stakeholder Perspective for Sustainable HRM
CSR, Sustainability, Ethics & Governance, 2013
Sustainability and stakeholder theory and management are two interrelated topics, because stakeho... more Sustainability and stakeholder theory and management are two interrelated topics, because stakeholder’s claims impact on the social, environmental, and economic performances of the organization. Indeed, a cooperative relation between the company and its stakeholders can trigger the development of the company sustainability. Within this perspective, the chapter explores Sustainable HRM from a stakeholder perspective. As a result, some knowledge gaps are highlighted and a research agenda composed of theoretical, managerial and methodological dimensions is advanced and discussed.
La gestione della crescita dimensionale attraverso il sistema rete: modelli di sviluppo organizzativo per l'impresa sociale
Generare mondo: il progetto Quality Time: azioni per lo sviluppo dell'impresa sociale, 2008
La gestione della crescita dimensionale attraverso il sistema rete : modelli di sviluppo organizz... more La gestione della crescita dimensionale attraverso il sistema rete : modelli di sviluppo organizzativo per l'impresa sociale / L. Solari. - (Politiche e servizi sociali ; 233). - In: Generare mondo : il progetto Quality Time: azioni per lo sviluppo dell'impresa sociale ; [a cura di] S. Gheno. - Milano : ...
The difficult paths to legitimacy of social enterprises in Italy
The creation of new forms of organizations is one of the most often neglected processes through w... more The creation of new forms of organizations is one of the most often neglected processes through which social movements have an impact on society. The evolution of a form, which has acquired the naming of 'social enterprise'marks an important change brought about by active social movements that took place throughout Europe in the latter part of the twentieth century. In this paper, I investigate the evolution of social enterprises in Italy, one of the most active countries in Europe in the realm of non-profit organizations, and propose an ...
La responsabilità sociale d’azienda e le scelte organizzative suggerite dalle nuove tecnologie
Il lavoro nella giurisprudenza: mensile di dottrina …, 2009
Nei Paesi ad economia avanzata si sta assistendo ad un profondo cambiamento nei valori che guidan... more Nei Paesi ad economia avanzata si sta assistendo ad un profondo cambiamento nei valori che guidano la società nel suo complesso ei singoli individui che la compongono portando a riconoscere sempre più importanza a valori non connessi a bisogni materiali quali emozioni, identificazione personale, auto-stima e fiducia oppure riconducibili a forme di democrazia quali giustizia, uguaglianza, libertà di espressione e rispetto (Carrasco, 2007). Questa tendenza viene osservata anche con riferimento alla crescente porzione di ...
Il cambiamento di natura competitiva (derivante dall'accesso alle risorse economiche necessa... more Il cambiamento di natura competitiva (derivante dall'accesso alle risorse economiche necessarie per la sopravvivenza di una determinata forma organizzativa) e di natura istituzionale (legato all'accesso a risorse di legittimazione sociale che consentono lo sviluppo di una determinata forma organizzativa) sono al centro dei fenomeni studiati dall'approccio dell'ecologia delle popolazioni organizzative (Hannan, Freeman, 1977 e 1989; Lomi, 1996; Solari, 1996; Carroll, Hannan, 2000). La varietà delle forme ...
La Non Neutralità Dei Modelli DI Gestione Delle Risorse Umane
TRANSFORMARE LE PRATICHE NELLE ORGANIZZAZIONI DI LAVORO E DI PENSIERO
Workforce churning, human capital disruption, and organisational performance in different technological contexts
Human Resource Management Journal
From Practices to Processes: High Performance Work Systems and Integrity
Integrity in Organizations, 2013
Prospettive manageriali sul benesserelavorativo: uno studio esplorativo
The lost twin strikes back. Rejoining heterogeneity and density dependence within organization ecology
By Luca Solari and Ruggero Rossi; The lost twin strikes back. Rejoining heterogeneity and density... more By Luca Solari and Ruggero Rossi; The lost twin strikes back. Rejoining heterogeneity and density dependence within organization ecology. ... The lost twin strikes back. Rejoining heterogeneity and density dependence within organization ecology. Luca Solari and Ruggero Rossi. ...
Talent management practices in Italy � implications for human resource development
Http Dx Doi Org 10 1080 13678868 2011 647461, Feb 1, 2012
Many companies have implemented talent management systems in recent years, and the issue has late... more Many companies have implemented talent management systems in recent years, and the issue has lately been subject to the attention of scientific literature, from different theoretical perspectives. In particular, HRD literature advanced few critical perspectives on talent management, discussing its real impact on HRD practices. This article reports the results from case studies on four Italian companies, focusing the managerial practices they implemented for managing talent. The results show that, in the Italian context, talent is ...
Workplace Pay Policies, Workers’ Behavior and Gender Implications In Italian Manufacturing Firms
La difficile relazione tra professione e modelli di gestione delle relazioni d'impiego
Based on the premise that organizational learning and structural inertia are both rooted in prior... more Based on the premise that organizational learning and structural inertia are both rooted in prior organizational experiences, this paper examines under what conditions adaptation or selection will take place. We find that implementing a core change generates negative repercussions for survival but this effect can be countered by leveraging relevant core competencies. But we also argue that which of the two outcomes occurs is generally beyond the control of the organization. Instead, environmental transformations render what firms have learned relevant or obsolete, thereby facilitating learning-based adaptation or inertia-based selection. The direction in which organizational learning evolves is a combined function of organizational demographics and the structure of the competitive environment. We propose relevant hypotheses and test them in the analysis of data from the Italian Automobile Industry, 1896-1981. We report results of hazard rate models of failure and position change and discuss general implications.
The present paper is part of the project "Organizational innovation in Global Corporations" that ... more The present paper is part of the project "Organizational innovation in Global Corporations" that has been promoted as a joint research effort by Enel Foundation and the University of Milan. The overall project has the goal to analyze emerging forms of organizational innovation in global corporations, and within this global framework also to analyze in detail organizational innovation in Electric utilities at the global level. The research project encompasses a literature review of organizational innovation, that will be complemented by a specific focus on electric utilities, which is described in this working paper. On the basis of the literature review, we will conduct several qualitative interviews in leading companies in different industries. The results will lead to the adaptation of a survey that will be sent to leading, global corporations, and electric utilities in the global arena. While organizational innovation is a key challenge for global companies, due to scenario changes at the economic, political, and social level, research has been focused on specific industries, and has not targeted systematically patterns of organizational innovation in global corporations. Within this lack of detail, electric utilities appear even less documented, notwithstanding the pressures they went through in the past decade. The energy sector has been characterized by a growing pace of change since the '90s. The industry is affected by technological, political, social, and economic challenges at a global scale, and is interdependent with so many levels of society to be significantly at the forefront of societal and economic change. The rapid diffusion of new forms of production of energy, and the liberalization of many markets have favored on one side, the emergence of new, global players, and at the same time the proliferation of smaller, and targeted organizations at the local level. The increased pace of competition, as a consequence of these changes, requires organization to invest in their ability to innovate at the organization, and management level. However, the prevalent national history of this industry has not originated much research that targets organizational innovation within a global perspective.
The Relationship between Management and Capitalism from a Critical History of Modernity Point of View
Capitalism and the Social Relationship, 2014
Human Capital and Productivity: The Impact of Collective Employee Inflows and Outflows
Academy of Management Proceedings, 2014
ABSTRACT This study draws on collective turnover and human capital theories to understand the eff... more ABSTRACT This study draws on collective turnover and human capital theories to understand the effects of employee inflows and outflows on the relationship between collective human capital and labor productivity. Using data from 1,960 Italian manufacturing firms, we find that collective voluntary turnover negatively moderates the relationship between human capital (percentage of college graduates) and labor productivity, where the negative effects of collective turnover are greater when firms have a greater percentage of college graduates in their workforce. Similarly, collective new hiring rate also negatively moderates the relationship between college graduates and labor productivity. However, collective involuntary turnover does not moderate the relationship between college graduates and labor productivity. Overall, the results suggest that the positive relationship between organizational human capital levels and productivity is weaker when the churning (employee inflows and outflows) of employees is greater. The implications of these findings are discussed, along with directions for future research.
il paper analizza le problematiche giuridiche del contratto aziendale FIAT di Mirafiori: se sia c... more il paper analizza le problematiche giuridiche del contratto aziendale FIAT di Mirafiori: se sia compatibile con le previsioni del CCNL e quale efficacia giuridica possa esplicare nei confronti dei lavoratori non iscritti alle organizzazioni sindacali firmatari
The research project "Genor" investigates those characteristics that make unique an organization ... more The research project "Genor" investigates those characteristics that make unique an organization and it aims at identifying organizational elements, values and intangible factors, which, due to their persistence and transmissibility, can be defined as "genetic traits" of the organization. These genetic traits are expected to have a long-term impact on strategic and organizational behaviors of a firm, as well as on the capability of adapting to change. The goal of the project is to pinpoint and measure selected genetic traits of Enel Group. The research make use of different approaches, by using both social-science tools and an innovative methodology of computational semantic analysis of texts. The project is articulated in two stages: in the first stage different methodologies (literature review, analysis of historical evolution of jobs, competences and shared values, climate survey of Enel Group, semantic analysis of texts) are combined to identify possible genetic traits; the second stage aims at verifying their presence within the Enel Group, using focus group, questionnaires, and interviews and at analyzing the relationship between genetic traits and strategic skills and know-how. The knowledge of the "genetic traits" of Enel Group will help in understanding how to develop new strategic knowledge, a necessity to respond to changes that are affecting the electricity sector. The results of this research shall provide the basis for the implementation of actions aimed at facilitating the transition of the company towards the future challenges of the market.
A Stakeholder Perspective for Sustainable HRM
CSR, Sustainability, Ethics & Governance, 2013
Sustainability and stakeholder theory and management are two interrelated topics, because stakeho... more Sustainability and stakeholder theory and management are two interrelated topics, because stakeholder’s claims impact on the social, environmental, and economic performances of the organization. Indeed, a cooperative relation between the company and its stakeholders can trigger the development of the company sustainability. Within this perspective, the chapter explores Sustainable HRM from a stakeholder perspective. As a result, some knowledge gaps are highlighted and a research agenda composed of theoretical, managerial and methodological dimensions is advanced and discussed.
La gestione della crescita dimensionale attraverso il sistema rete: modelli di sviluppo organizzativo per l'impresa sociale
Generare mondo: il progetto Quality Time: azioni per lo sviluppo dell'impresa sociale, 2008
La gestione della crescita dimensionale attraverso il sistema rete : modelli di sviluppo organizz... more La gestione della crescita dimensionale attraverso il sistema rete : modelli di sviluppo organizzativo per l'impresa sociale / L. Solari. - (Politiche e servizi sociali ; 233). - In: Generare mondo : il progetto Quality Time: azioni per lo sviluppo dell'impresa sociale ; [a cura di] S. Gheno. - Milano : ...
The difficult paths to legitimacy of social enterprises in Italy
The creation of new forms of organizations is one of the most often neglected processes through w... more The creation of new forms of organizations is one of the most often neglected processes through which social movements have an impact on society. The evolution of a form, which has acquired the naming of 'social enterprise'marks an important change brought about by active social movements that took place throughout Europe in the latter part of the twentieth century. In this paper, I investigate the evolution of social enterprises in Italy, one of the most active countries in Europe in the realm of non-profit organizations, and propose an ...
La responsabilità sociale d’azienda e le scelte organizzative suggerite dalle nuove tecnologie
Il lavoro nella giurisprudenza: mensile di dottrina …, 2009
Nei Paesi ad economia avanzata si sta assistendo ad un profondo cambiamento nei valori che guidan... more Nei Paesi ad economia avanzata si sta assistendo ad un profondo cambiamento nei valori che guidano la società nel suo complesso ei singoli individui che la compongono portando a riconoscere sempre più importanza a valori non connessi a bisogni materiali quali emozioni, identificazione personale, auto-stima e fiducia oppure riconducibili a forme di democrazia quali giustizia, uguaglianza, libertà di espressione e rispetto (Carrasco, 2007). Questa tendenza viene osservata anche con riferimento alla crescente porzione di ...
Il cambiamento di natura competitiva (derivante dall'accesso alle risorse economiche necessa... more Il cambiamento di natura competitiva (derivante dall'accesso alle risorse economiche necessarie per la sopravvivenza di una determinata forma organizzativa) e di natura istituzionale (legato all'accesso a risorse di legittimazione sociale che consentono lo sviluppo di una determinata forma organizzativa) sono al centro dei fenomeni studiati dall'approccio dell'ecologia delle popolazioni organizzative (Hannan, Freeman, 1977 e 1989; Lomi, 1996; Solari, 1996; Carroll, Hannan, 2000). La varietà delle forme ...
La Non Neutralità Dei Modelli DI Gestione Delle Risorse Umane
TRANSFORMARE LE PRATICHE NELLE ORGANIZZAZIONI DI LAVORO E DI PENSIERO
Workforce churning, human capital disruption, and organisational performance in different technological contexts
Human Resource Management Journal
From Practices to Processes: High Performance Work Systems and Integrity
Integrity in Organizations, 2013
Prospettive manageriali sul benesserelavorativo: uno studio esplorativo
The lost twin strikes back. Rejoining heterogeneity and density dependence within organization ecology
By Luca Solari and Ruggero Rossi; The lost twin strikes back. Rejoining heterogeneity and density... more By Luca Solari and Ruggero Rossi; The lost twin strikes back. Rejoining heterogeneity and density dependence within organization ecology. ... The lost twin strikes back. Rejoining heterogeneity and density dependence within organization ecology. Luca Solari and Ruggero Rossi. ...
Talent management practices in Italy � implications for human resource development
Http Dx Doi Org 10 1080 13678868 2011 647461, Feb 1, 2012
Many companies have implemented talent management systems in recent years, and the issue has late... more Many companies have implemented talent management systems in recent years, and the issue has lately been subject to the attention of scientific literature, from different theoretical perspectives. In particular, HRD literature advanced few critical perspectives on talent management, discussing its real impact on HRD practices. This article reports the results from case studies on four Italian companies, focusing the managerial practices they implemented for managing talent. The results show that, in the Italian context, talent is ...
Workplace Pay Policies, Workers’ Behavior and Gender Implications In Italian Manufacturing Firms
La difficile relazione tra professione e modelli di gestione delle relazioni d'impiego
Based on the premise that organizational learning and structural inertia are both rooted in prior... more Based on the premise that organizational learning and structural inertia are both rooted in prior organizational experiences, this paper examines under what conditions adaptation or selection will take place. We find that implementing a core change generates negative repercussions for survival but this effect can be countered by leveraging relevant core competencies. But we also argue that which of the two outcomes occurs is generally beyond the control of the organization. Instead, environmental transformations render what firms have learned relevant or obsolete, thereby facilitating learning-based adaptation or inertia-based selection. The direction in which organizational learning evolves is a combined function of organizational demographics and the structure of the competitive environment. We propose relevant hypotheses and test them in the analysis of data from the Italian Automobile Industry, 1896-1981. We report results of hazard rate models of failure and position change and discuss general implications.
The present paper is part of the project "Organizational innovation in Global Corporations" that ... more The present paper is part of the project "Organizational innovation in Global Corporations" that has been promoted as a joint research effort by Enel Foundation and the University of Milan. The overall project has the goal to analyze emerging forms of organizational innovation in global corporations, and within this global framework also to analyze in detail organizational innovation in Electric utilities at the global level. The research project encompasses a literature review of organizational innovation, that will be complemented by a specific focus on electric utilities, which is described in this working paper. On the basis of the literature review, we will conduct several qualitative interviews in leading companies in different industries. The results will lead to the adaptation of a survey that will be sent to leading, global corporations, and electric utilities in the global arena. While organizational innovation is a key challenge for global companies, due to scenario changes at the economic, political, and social level, research has been focused on specific industries, and has not targeted systematically patterns of organizational innovation in global corporations. Within this lack of detail, electric utilities appear even less documented, notwithstanding the pressures they went through in the past decade. The energy sector has been characterized by a growing pace of change since the '90s. The industry is affected by technological, political, social, and economic challenges at a global scale, and is interdependent with so many levels of society to be significantly at the forefront of societal and economic change. The rapid diffusion of new forms of production of energy, and the liberalization of many markets have favored on one side, the emergence of new, global players, and at the same time the proliferation of smaller, and targeted organizations at the local level. The increased pace of competition, as a consequence of these changes, requires organization to invest in their ability to innovate at the organization, and management level. However, the prevalent national history of this industry has not originated much research that targets organizational innovation within a global perspective.
The Relationship between Management and Capitalism from a Critical History of Modernity Point of View
Capitalism and the Social Relationship, 2014
Human Capital and Productivity: The Impact of Collective Employee Inflows and Outflows
Academy of Management Proceedings, 2014
ABSTRACT This study draws on collective turnover and human capital theories to understand the eff... more ABSTRACT This study draws on collective turnover and human capital theories to understand the effects of employee inflows and outflows on the relationship between collective human capital and labor productivity. Using data from 1,960 Italian manufacturing firms, we find that collective voluntary turnover negatively moderates the relationship between human capital (percentage of college graduates) and labor productivity, where the negative effects of collective turnover are greater when firms have a greater percentage of college graduates in their workforce. Similarly, collective new hiring rate also negatively moderates the relationship between college graduates and labor productivity. However, collective involuntary turnover does not moderate the relationship between college graduates and labor productivity. Overall, the results suggest that the positive relationship between organizational human capital levels and productivity is weaker when the churning (employee inflows and outflows) of employees is greater. The implications of these findings are discussed, along with directions for future research.