Martina Gianecchini

Bio: Martina Gianecchini is an academic researcher from University of Padua. The author has contributed to research in topics: Job design & Human capital. The author has an hindex of 10, co-authored 28 publications receiving 370 citations. Previous affiliations of Martina Gianecchini include University of Udine.

Governance and Flexibility in Family-Owned SMEs

Abstract: This article presents an empirical study that uses a sample of 83 small and medium-size enterprises (SMEs) based in Northeast Italy. The study analyzes the impact of nonfamily management on the corporate governance structure. We employ an original framework, based on the New Theory of Property Rights, to analyze corporate governance models in SMEs. Moreover, this article offers a definition of flexibility of the corporate governance model. We also analyze the correspondence between corporate governance systems and organizational structures.

Proactive career behaviors and subjective career success : the moderating role of national culture

Abstract: Although career proactivity has positive consequences for an individual's career success, studies mostly examine objective measures of success within single countries. This raises important questions about whether proactivity is equally beneficial for different aspects of subjective career success, and the extent to which these benefits extend across cultures. Drawing on Social Information Processing theory, we examined the relationship between proactive career behaviors and two aspects of subjective career success—financial success and work-life balance—and the moderating role of national culture. We tested our hypotheses using multilevel analyses on a large-scale sample of 11,892 employees from 22 countries covering nine of GLOBE's 10 cultural clusters. Although we found that proactive career behaviors were positively related to subjective financial success, this relationship was not significant for work-life balance. Furthermore, career proactivity was relatively more important for subjective financial success in cultures with high in-group collectivism, high power distance, and low uncertainty avoidance. For work-life balance, career proactivity was relatively more important in cultures characterized by high in-group collectivism and humane orientation. Our findings underline the need to treat subjective career success as a multidimensional construct and highlight the complex role of national culture in shaping the outcomes of career proactivity.

‘Absolutely free’? The role of relational work in sustaining artistic innovation:

Abstract: Drawing on the relational perspective of artistic innovation, which suggests that different types of ties (weak vs. strong) lead to different outcomes in terms of the development and implementation of new artistic ideas, this study uses an in-depth case study of Italian choreographer Mauro Bigonzetti to explore the role of the relational work artists deploy to develop and implement their artwork. We investigate how artists engage in specific relational actions (broadening, bonding, embedding and dis-embedding) with producing organizations, and how these actions lead to innovation over time. The findings suggest that artistic innovation moves through four stages – proximal innovation, fuzzy innovation, established innovation and maintained innovation – sustained by an artist’s oscillation between a network characterized by strong ties with few organizations and a network characterized by weak ties with many organizations, depending on the artist’s quests for inclusion and differentiation. In this process, ...

The mediating influence of career success in relationship between career mobility criteria, career anchors and satisfaction with organization

Abstract: Purpose – The purpose of this paper is to evaluate how perceived career channels and career anchors are related to objective internal career success, and how subjective career success mediates the effects of objective success on employer satisfaction. Design/methodology/approach – Data were collected using questionnaires, and hypotheses were tested on a sample of 800 engineers and managers. Of the sample, 35 percent were female and 67 percent worked in the private sector. Findings – The findings show that the more respondents perceive that performance carries weight in promotion decisions, the higher their level of objective career success. In contrast, the importance placed on relations with the hierarchy has no significant influence. Respondents with a strong management anchor report greater objective career success, and those with a strong life style anchor report lesser objective career success, but greater success in life outside work. Finally, the findings indicate that job success is associated with greater satisfaction with employer, whereas life success is related to lesser satisfaction. Research limitations/implications – This study is based on a sample taken from one profession (engineers), in a specific cultural context. The cross-sectional research design precludes the inference of some causality conclusions. Practical implications – Organizations may benefit from disseminating promotion attribution criteria and reducing perceptions of favoritism in reward allocation. In addition, this study shows that not only individuals but also the employer can benefit from greater positive interdependence between career success and life success. Originality/value – This study represents the first comprehensive attempt to examine the role of perceived career channels and career anchors in objective and subjective career success.

Culture Leadership And Organizations The Globe Study Of 62 Societies

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Getting a job

Abstract: THERE IS NO perfect format for a CV, but it should be logical and concise to ensure maximum attention is given to your strengths. Remember, a CV is your personal marketing tool, aimed at convincing a prospective employer that you have the necessary skills, professional, educational and personal experience to undertake a particular role.

Specifying human capital

Abstract: A review of the measures of the stock of human capital used in empiricalgrowth research - including adult literacy rates, school enrollmentratios, and average years of schooling of the working-age population -reveals that human capital is mostly poorly proxied. The simple use ofthe most common proxy, average years of schooling, misspecifies therelationship between education and the stock of human capital. Based onhuman capital theory, the specification of human capital is extended toallow for decreasing returns to education and for differences in thequality of a year of education. The different specifications give riseto hugely differing measures of the stock of human capital acrosscountries, and development-accounting results show that misspecifiedhuman capital measures can lead to severe underestimation of thedevelopment effect of human capital.