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Engaging chronically ill employees at work: the relationship between bundles of HR practices, perceived illness discrimination and work engagement

Employee relations, 2024-07, Vol.46 (3), p.550-565

2024

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When is age dissimilarity harmful for organisational identification? The moderating role of age stereotypes and perceived age-related treatment

Human relations (New York), 2021-06, Vol.74 (6), p.869-891

2021

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Age as moderator in the relationship between HR development practices and employees’ positive attitudes

Personnel review, 2013-01, Vol.42 (6), p.724-744

2013

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Trust as moderator in the relationship between HRM practices and employee attitudes

Human resource management journal, 2011-07, Vol.21 (3), p.303-317

2011

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Do external careers pay-off for both managers and professionals? The effect of inter-organizational mobility on objective career success

International journal of human resource management, 2013-07, Vol.24 (13), p.2490-2511

2013

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Pay is not everything: Differential effects of monetary and non-monetary rewards on employees’ attitudes and behaviours

Evidence-based HRM : a Global Forum for Empirical Scholarship, 2017-01, Vol.5 (3), p.311-327

2017

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Work Beyond the Pandemic: Towards a Human-Centred Recovery

1, 2023

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Pay is not everything

Evidence-based HRM : a Global Forum for Empirical Scholarship, 2017-12, Vol.5 (3), p.311-327

2017

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Exploring Organisational Citizenship Behaviour through the Lens of Age

International journal of business administration, 2016-12, Vol.8 (1)

2016

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Corporate Universities’ Configuration in the Italian Context: An Exploratory Study

International journal of business and management, 2017-11, Vol.12 (12), p.97

2017

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A Conceptual Framework of Age Diversity Climate

Age Diversity in the Workplace, 2017, Vol.17, p.95-116

2017

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Can age make a difference? A moderated model of altruistic organizational citizenship behaviour antecedents

International journal of business science & applied management, 2016, Vol.11 (1), p.18-31

2016

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The Interplay Between HR Practices and Perceived Behavioural Integrity in Determining Positive Employee Outcomes

Journal of change management, 2012-12, Vol.12 (4), p.399-415

2012

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Trust as moderator in the relationship between HRM practices and employee attitudes: Trust in HRM practices and employee attitudes

Human resource management journal, 2011-07, Vol.21 (3), p.303-317

2011

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The Effectiveness of HRD Practices among Chronically Ill Employees: The Role of Intrinsic Motivation

Academy of Management Annual Meeting Proceedings, 2023, Vol.2023 (1)

2023

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Culture & Santé à l’Institut Bergonié avec l’association culturelle Script

Oncomagazine, 2011-11, Vol.5 (4), p.30-31

2011

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Effect of sludge age on the performance of a membrane bioreactor: influence on nutrient and metals removal

Desalination, 2002-09, Vol.146 (1), p.467-474

2002

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Formazione per lo sviluppo: I corsi post-laurea in Italia

Istituto per la Cooperazione Universitaria (Roma)

1993

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Rethinking the Top-Down Approach to HRM Practices Implementation: The Case of Chronic Ill Employees

Academy of Management Annual Meeting Proceedings, 2020, Vol.2020 (1), p.20162

2020

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Addition of an External Carbon Source To Enhance Nitrogen Biological Removal in the Treatment of Liquid Industrial Wastes

Industrial & engineering chemistry research, 2002-05, Vol.41 (11), p.2805-2811

2002

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Employees at centre-stage: the impact of human resource practices on employee work experiences, attitudes and behaviour

Innocenti, Laura

2007

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ProQuest

La voce delle scuole

2022

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Performance appraisal at Telespazio: Aligning strategic goals to people development

The Italian Model of Management, 2016, p.31-48

1, 2016

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The Interplay Between HR Practices and Perceived Behavioural Integrity in Determining Positive Employee Outcomes

Perspectives on Ethical Leadership, 2014, p.23-39

1, 2014

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Membrane bioreactor processes: A must for the wastewater treatment plants of the Lagoon of Venice

Annali di chimica, 2003-04, Vol.93 (4), p.381-388

2003

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Engaging chronically ill employees at work: the relationship between bundles of HR practices, perceived illness discrimination and work engagement

When is age dissimilarity harmful for organisational identification? The moderating role of age stereotypes and perceived age-related treatment

Age as moderator in the relationship between HR development practices and employees’ positive attitudes

Trust as moderator in the relationship between HRM practices and employee attitudes

Do external careers pay-off for both managers and professionals? The effect of inter-organizational mobility on objective career success

Pay is not everything: Differential effects of monetary and non-monetary rewards on employees’ attitudes and behaviours

Work Beyond the Pandemic: Towards a Human-Centred Recovery

Pay is not everything

Exploring Organisational Citizenship Behaviour through the Lens of Age

Corporate Universities’ Configuration in the Italian Context: An Exploratory Study

A Conceptual Framework of Age Diversity Climate

Can age make a difference? A moderated model of altruistic organizational citizenship behaviour antecedents

The Interplay Between HR Practices and Perceived Behavioural Integrity in Determining Positive Employee Outcomes

Trust as moderator in the relationship between HRM practices and employee attitudes: Trust in HRM practices and employee attitudes

The Effectiveness of HRD Practices among Chronically Ill Employees: The Role of Intrinsic Motivation

Culture & Santé à l’Institut Bergonié avec l’association culturelle Script

Effect of sludge age on the performance of a membrane bioreactor: influence on nutrient and metals removal

Formazione per lo sviluppo: I corsi post-laurea in Italia

Rethinking the Top-Down Approach to HRM Practices Implementation: The Case of Chronic Ill Employees

Addition of an External Carbon Source To Enhance Nitrogen Biological Removal in the Treatment of Liquid Industrial Wastes

Employees at centre-stage: the impact of human resource practices on employee work experiences, attitudes and behaviour

La voce delle scuole

Performance appraisal at Telespazio: Aligning strategic goals to people development

The Interplay Between HR Practices and Perceived Behavioural Integrity in Determining Positive Employee Outcomes

Membrane bioreactor processes: A must for the wastewater treatment plants of the Lagoon of Venice

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