Documents Scapolan, Annachiara 2 results

"The study is based on the reactions of a sample of Italian graduate students to the websites of seven companies operating in Italy. It addresses two specific issues in the literature about green recruiting practices, namely (1) the distinct and direct effects of green recruiting practices on attracting applicants, and (2) the interactive effect of ‘green' and ‘nongreen' recruitment practices on attracting applicants. With regard to the first issue, the study compares the effects on attracting applicants of two green recruitment practices, that is, the green reputation of a company, and the amount of information provided on the recruitment website about the company's environmental policies and practices. With regard to the second issue, the study examines the substitution effect on attracting applicants between the two green recruitment practices, and additive effects on attracting applicants between them and two nongreen recruitment practices (i.e., company reputation, and the amount of company and job information provided by the company recruitment website). In terms of direct effects, the findings support the impact of a green reputation on attracting applicants, but no impact of information on the recruitment website about company environmental policies and practices. In terms of interactive effects, the findings do not confirm the substitution effects between green recruitment practices, but indicate additive effects between green and nongreen recruitment practices. Overall, the article extends knowledge on green recruitment by contributing to the literature on organizational reputation, and the literature on interactive effects among human resource practices. The implications of these two extensions of knowledge for human resource management research and practice are discussed."

"Introduction:
In the digital era, the integration of advanced, hyper-connected technologies deeply reshaped work dynamics and organizational practices, especially through the transformation of the spatial and temporal dimensions of work. This study examines the complex relationship between digitalization and work-related stress, with a particular emphasis on the impact of both digital activities (i.e., number of actions and virtual meetings) and employees' attitudes (i.e., job satisfaction, person-organization fit, engagement, and work-life interface) on stress levels.
Methods: Drawing on data from Microsoft 365 activity records and an online survey of employees in an Italian AI firm, this study applies Factor Analysis and Generalized Additive Models to analyze the above-mentioned interactions in a highly digitalized context.
Results:
Findings indicate that the time–space intensification and extension of the working experience has a significant impact in terms of increasing work-related stress when exceeding certain number of off-hours digital actions and virtual meetings. Conversely, job satisfaction, perceptions of work-life enrichment and person-organization fit represent subjective employees' attitudes that significantly influence and reduce work-related stress in a digitalized working environment.
Discussion:
This study contributes to the existing academic literature by providing a more nuanced understanding of the dual impact of work digitalization on employees' well-being. Furthermore, our findings offer practical insights into the management of employees and their level of stress in digital work settings."