Edoardo Ezio Della Torre

TL;DR: In this article, the authors analyze the degree of adoption of HPWS and aspects related to the processes of change towards HPWS in medium-sized firms, paying particular attention to the role of organisational culture.

TL;DR: In this paper, the authors adopted the resource-based view and the complementarities approach to examine how small and medium enterprises (SMEs) combine the adoption of organisational and technological innovation with investments in training activities.

TL;DR: In this article, the authors investigate how the design of compensation systems influences workers' behaviors at the organizational level by building upon the consequences of equity theory at the individual level, and they identify four main gaps to fill in the existing equity-in-compensation research: i) the simultaneous analysis of internal and external inequity; ii) the distinction between inequitable and unequal compensation systems; iii) the organizational-level (rather than individual) effects of inequitable systems; and iv) the inclusion of absenteeism among the negative organizational outcomes.

TL;DR: In this paper, the authors analyzed how collective employee voice mechanisms (i.e., union voice and team voice) affect organizational productivity and how these relationships vary when voice mechanisms are adopted in combination with other HRM practices (e.g., variable pay, training, performance appraisals and multitasking).

TL;DR: In this paper, the authors focus on the actual adoption and the effectiveness of high performance work systems in small and medium-sized enterprises in Italy and show that SMEs which have achieved the largest productivity increases are those that have combined investments in the new organisation of work with advanced technologies and with the embeddedness in stable relational networks with other firms.