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The protective role of life satisfaction, coping strategies and defense mechanisms on perceived stress due to COVID-19 emergency: A chained mediation model

PloS one, 2020-11, Vol.15 (11), p.e0242402-e0242402

2020

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Two angles of overqualification-the deviant behavior and creative performance: The role of career and survival job

PloS one, 2020-01, Vol.15 (1), p.e0226677-e0226677

2020

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Positive organizational behavior: Longitudinal effects on subjective well-being

PloS one, 2018-06, Vol.13 (6), p.e0198588-e0198588

2018

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Job-search strategies of individuals at risk of poverty and social exclusion in Spain

PloS one, 2019-01, Vol.14 (1), p.e0210605-e0210605

2019

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Beyond occupational exhaustion: exploring the influence of positive meaningful work on teachers’ psychoemotional well-being in the digital age

Humanities & social sciences communications, 2024-12, Vol.11 (1), p.348-10, Article 348

2024

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The Social Organization: Managing Human Capital through Social Media

1, 2015

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Why Human Capital is Important for Organizations: People Come First

2014 edition., 2014

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I mestieri della formazione: 1. ed

2008

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Enhancing Human Capital through Social Media: Promoting Skills and Learning through Technology

The Social Organization: Managing Human Capital through Social Media, p.28-41

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Half-Title

Why Human Capital Is Important for Organizations, 2014

2014

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Part III Measuring Human Capital

Why Human Capital Is Important for Organizations, 2014

2014

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Part II The Cornerstone of Human Capital

Why Human Capital Is Important for Organizations, 2014

2014

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Part I Setting the Scene

Why Human Capital Is Important for Organizations, 2014

2014

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Introduction

Why Human Capital Is Important for Organizations, 2014

2014

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Part IV Good Practices from Abroad

Why Human Capital Is Important for Organizations, 2014

2014

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List of Figures and Tables

Why Human Capital Is Important for Organizations, 2014

2014

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Notes on Contributors

Why Human Capital Is Important for Organizations, 2014

2014

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Organizational Resilience and Individual Employability: Psychological Capital and Change Management

Why Human Capital is Important for Organizations, p.33-49

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Managing “Social” Human Resources: Talent Management in the “Social” Organization

The Social Organization: Managing Human Capital through Social Media, p.42-52

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Communicating the “Social” Organization: Social Media and Organizational Communication

The Social Organization: Managing Human Capital through Social Media, p.14-27

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Job Fatigue and the Emancipation of Workers: Past Scenarios and Future Perspectives

Why Human Capital is Important for Organizations, p.14-32

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Measuring and Managing the Financial Performance of Human Capital Investments

Why Human Capital is Important for Organizations, p.109-124

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Work between Fordism and Post-Fordism

Why Human Capital is Important for Organizations, p.3-13

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Human Capital Management in Asia: The War for Talent Continues in This High-Growth Region

Why Human Capital is Important for Organizations, p.137-150

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Conclusion: (Why) People (Really) Come First

Why Human Capital is Important for Organizations, p.162-166

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