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Una proposta di dialogo tra studi organizzativi e geografico-economici sul tema dell’employee retention
Titolo Rivista: STUDI ORGANIZZATIVI  
Autori/Curatori: Anna Chiara Scapolan, Lorenzo Mizzau, Fabrizio Montanari 
Anno di pubblicazione:  2017 Fascicolo: Lingua: Italiano 
Numero pagine:  21 P. 89-109 Dimensione file:  239 KB
DOI:  10.3280/SO2017-001004
Il DOI è il codice a barre della proprietà intellettuale: per saperne di più:  clicca qui   qui 


L’articolo si focalizza sulla capacità delle organizzazioni di trattenere le risorse umane grazie a fattori che non riguardano solamente le caratteristiche del lavoro e i tratti distintivi dell’organizzazione, ma anche il più ampio contesto nel quale i lavoratori, entrando in relazione con le organizzazioni, sono inseriti. Recentemente alcuni studi hanno proposto di spostare il focus delle ricerche sul turnover volontario dal perché i lavoratori decidono di abbandonare un’organizzazione ai motivi per cui le persone decidono di rimanervi. Prendendo spunto da tali ricerche, l’articolo propone un dialogo tra studi organizzativi e ricerche di geografia economica, suggerendo aree di convergenza e complementarità. Più specificamente, l’articolo illustra il concetto di community embeddedness elaborato dagli studi organizzativi e relativo all’insieme dei fattori extra-lavorativi (coerenza con le caratteristiche del contesto extra-lavorativo, legami con la comunità e percezione di sacrificio legato all’abbandono del luogo in cui si vive e lavora) che contribuiscono a trattenere le persone nella loro attuale organizzazione. Secondo gli autori, tale concetto richiama le ricerche di geografia economica focalizzate sulle locational choices dei lavoratori che hanno rilevato l’importanza che le caratteristiche del territorio, in termini di amenities, opportunità professionali e di carriera e possibilità di sviluppo di network personali e professionali, assumono nei processi di mobilità geografica del talento. In sintesi, l’articolo evidenzia una sostanziale convergenza degli studi organizzativi e geografico-economici nel sottolineare la rilevanza di fattori extra-lavorativi legati alle caratteristiche del contesto urbano e al senso di radicamento nella comunità nello spiegare la capacità di retention delle organizzazioni. Inoltre, gli studi sviluppati all’interno delle due discipline risultano complementari nel suggerire come l’interazione positiva tra il radicamento nell’organizzazione (organizational embeddeness) e la community embeddedness possa fornire interessanti spunti per la ricerca futura e utili implicazioni manageriali per aziende e policy makers. In particolare, indagare il ruolo svolto dai fattori extra-lavorativi e in particolare di relazioni e "spazi" nella comunità, che influenzano la community embeddedness sembra costituire una promettente linea di ricerca futura per gli studi organizzativi sulla retention. Le principali implicazioni manageriali riguardano come le aziende e le istituzioni locali possano dialogare, interagire e collaborare per aumentare il livello di radicamento delle persone sia dentro che fuori le organizzazioni, con benefici in termini di maggiore soddisfazione dei lavoratori e dei cittadini, e conseguentemente minore turnover e maggiore capacità di retention, per organizzazioni e città.


Keywords: Embeddedness, turnover, ritenzione, gestione delle risorse umane, geografia economica.

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Anna Chiara Scapolan, Lorenzo Mizzau, Fabrizio Montanari, in "STUDI ORGANIZZATIVI " 1/2017, pp. 89-109, DOI:10.3280/SO2017-001004

   

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