Prestazione professionale = Competenza x Motivazione. Un modello a due dimensioni per la Gestione delle Risorse Umane

Ferrari, Filippo (2010): Prestazione professionale = Competenza x Motivazione. Un modello a due dimensioni per la Gestione delle Risorse Umane.

Abstract

Since the dawn of managerial sciences (Maier, 1955), the basis of professional performance has set the equation Work Performance = Competence x Motivation. Although brings back in a traditional logic of exchange employee-company, the new rights and duties on front of the company consist primarily in acquiring tools to enhance the contribution that the employee contributes individually and simultaneously put every worker to make this contribution. This paper aims to present a model of human resource management (and related instrumentation and methodology) based on two integrated factors: the development of skills of the worker and the support of his motivation to work.

• Item Type: MPRA Paper
• English Title: Work Performance = Competence x Motivation. A two-side model for Human Resources Management
• Language: Italian
• Keywords: Human resoures management; skills; work motivation
• Subjects: D - Microeconomics > D2 - Production and Organizations > D21 - Firm Behavior: Theory; J - Labor and Demographic Economics > J3 - Wages, Compensation, and Labor Costs > J31 - Wage Level and Structure ; Wage Differentials; M - Business Administration and Business Economics ; Marketing ; Accounting ; Personnel Economics > M1 - Business Administration > M12 - Personnel Management ; Executives; Executive Compensation

References

Allen J. E V, Der Velden R. (2001), Educational mismatches versus skill mismatches: effects on wages, job satisfaction, and on-the-job search', “Oxford Economic Papers” , 3, 434-452.

Argyle M. (1989), The Psychology of Happiness, Routledge, London.

Auteri E. (2004), Management delle risorse umane, Guerini e Associati, Milano.

Belfield C., Harris R. (2002), “How well do theories of job matching explain variation in job satisfaction across education levels? Evidence for U.K. graduates”, “Applied Economics”, 34, pp. 535–548.

Battu H., Belfield C., Sloane P. (1997), Overeducation among graduates: a cohort view, University of Aberdeen, Department of Economics.

Borgogni L. (2008), Valutazione e motivazione delle risorse umane nelle organizzazioni, FrancoAngeli, Milano.

Borjas G. (1979), Job satisfaction, wages and unions, ”Journal of Human Resources”, XIV, pp.21–40.

Boyatzis R. (1982), The competent manager: a model for effective performance, Wiley & Sons, New York.

Bowling N. (2007), “Is the job satisfaction–job performance relationship spurious? A meta-analytic examination”, Journal of Vocational Behavior, 71, pp. 167–185.

Cabral Vieira J.A (2005), Skill mismatches and job satisfaction, “Economics Letters”, 89, pp. 39-47.

Cainarca G.C., Sgobbi F. (2005), Educational mismatch e skill mismatch: un’indagine empirica sui lavoratori italiani, XX Convegno Nazionale del Lavoro, 22 e 23 Settembre 2005, Roma.

Caprara G.V., (1996), Le ragioni del successo, Il Mulino, Bologna

Civelli F., Manara D. (1997), Lavorare con le competenze, Guerini, Milano.

Clark A. (1997), Job satisfaction and gender: why are women so happy at work?, “Labour Economics”, 4, pp. 341–372.

Ferrari F. (2004), Neofiti ed inserimento in azienda. Una guida per la tutorship dei neoinseriti nelle organizzazioni, FrancoAngeli, Milano.

Ferrari F., (2006), La voglia di dare, l’istinto di avere. Gestione delle risorse umane e conflitti organizzativi, FrancoAngeli, Milano;

Ferrari F. (2010a), The nurse job satisfaction. Comparison between ideal job and organizational reality: a preliminary study, MPRA Paper n. 24798, University Library of Munich, Germany.

Ferrari F., Emiliani E. (2009), Le competenze e il mercato del lavoro. Un'analisi dei fabbisogni formativi tra scuola e impresa, Carocci, Roma.

Ferrari F., Emiliani E. (2010), Lo sviluppo delle competenze. Fondamenti teorici ed esperienze pratiche per l’apprendimento di una professione, Carocci, Roma

Flanagan J. C. (1954), “The critical incident technique”, Psychological Bulletin, 51, 327-358.

Ford J.K, Kraiger K (1995), "The application of cognitive constructs to the instructional systems model of training: implications for needs assessment, design, and transfer”, in C.L. Cooper and I.T. Robertson (Eds.), International Review of Industrial and Organizational Psychology, 10, 1-48.

Fraccaroli F. (2007), Apprendimento e formazione nelle organizzazioni, Il Mulino, Bologna.

Hall D., Nougaim K. (1968), "An examination of Maslow's need hierarchy in an organizational setting.", Organizational Behavior and Human Performance, 3, 12-35.

Hoppock R. (1935), Job satisfaction, Harper, New York.

Howard D., Bray W. (1988), “Managerial lives in transition: Advancing age and changing times”, Adult development and aging , Guilford Press, New York.

ISFOL (2006), Organizzazione, apprendimento, competenze, I libri del FSE. ISTAT (2008), http://www.istat.it/salastampa/comunicati/non_calendario/20080528_00/testointegrale20080528.pdf

James W. (1890), The principles of psychology, Holt, New York.

Johnson G., Johnson W. (2002), “Perceived over-qualification and dimensions of job satisfaction: a longitudinal analysis”, Journal of Psychology, 134, pp. 537–555.

Judge T., Watanabe S. (1993), “Another look at the job satisfaction–life satisfaction relationship”, Journal of Applied Psychology, 78, 939–948.

Kolstad A. (1938), “Employees in a department store”, Journal of applied Psychology, 22, pp. 470-479.

Latham G. P. (2006), Work Motivation, Sage, Thousand Oaks.

Latham, G.P., Skarlicki D., Irvine D., Siegel JP (1993), “The increasing importance of performance appraisals to employee effectiveness in organizational in North America”, n C. L. Cooper (Ed.), International review of industrial and organizational psychology, 8, pp. 87–129, Wiley, New York.

Latham G. P. Mann S. (2006), Advances in the science of performance appraisal: implications for practice, in G. P.

Hodgkinson, J. K. Ford (Eds.), International Rewiew of Organizational and Industrial Psychology, John Wiley & Sons, Chichester.

Lawler E. E. (1965), “Managers’ perception of their subordinates’ pay and their superiors’ pay”, Personnel Psychology, 22, pp. 426-435.

Lawler E. E , Porter L. W. (1967), “The effect of performance on job satisfaction”, Industrial Relations, 7, pp. 20-28.

Leontaridi R., Sloane P. (2001), Measuring the quality of jobs, “European Low-Wage Employment Research Network (LOWER)”, Working Paper No. 7.

Levati W. e Saraò M.V. (2004), Il modello delle competenze, FrancoAngeli, Milano.

Likert R. (1932), “A technique for the measurement of attitudes”, Archives of Psychology, 140, 55.

Locke E. A. (1975), “Personal attitudes and motivation”, Annual Rewiew of Psychology, 26, 457-480.

Locke E. A., Latham G.P (1990), “Work motivation and satisfaction: light at the end of the tunnel”, Psychological Science, 1, 240-246.

Mace C.A. (1935), “Incentives: Some experimental studies”, Industrial Health Research Board,. Report No. 72, London.

Maier N.R.F. (1946), Psychology in Industry, Houghton Muffin, Boston.

Maier N.R.F. (1955), Psychology in Industry (2nd Edition), Houghton Muffin, Boston.

Mayo E. (1933), The human problems of an industrialized civilization, Scott, Foresman.

Maslow A. (1943), “A theory of human motivation”, Psychological Rewiew, 50, pp.370-396.

Maslow A. (1954), Motivation and personality, Harper, New York.

McGregor D.M. (1957), “The human side of enterprise”, Management Rewiew, 46, 22-28.

McLelland D.C. (1961), The achieving society, Van Nostrand, Princeton.

Munsterberg H. (1913 ), Psychology and industrial efficiency, Houghton Muffin, Boston

Pfeffer J. (1982), Organizations and organization theory, Pitman Press, Boston.

Quaglino G.P. (1999), Voglia di fare, Guerini, Milano.

Roberson-Bennett P.A. (1983), The relationship between need for achievement and goal setting and their joint effect on task performance, College of Business and Management, University of Maryland, tesi di dottorato non pubblicata.

Ryan T.A. (1947), Work and effort: the psychology of production, Ronald Press, New York.

Sarchielli G. (1996), “La abilità di base e il ruolo attivo del soggetto nella costruzione di prestazioni professionali competenti”, Risorsa Uomo, IV, 2.

Schon D. (tr. It.1992), Il professionista riflessivo, Dedalo, Bari.

De Vito P. (1991), La gestione delle risorse umane, Pàtron, Bologna.

Steers R. M., Mowday R. T., Shapiro D. L. (2004), “The Future of Work Motivation Theory”, in The Academy of Management Review, 29, 3, pp. 379-387.

Taylor F. W. (1911), Principles of scientific management, Harper, New York.

Thorndike E. L. (1917), “The curve of work and the curve of satisfyingness”, Journal of Applied Psychology, 1, 265-267.

Van Eijs P., Heijke H (1996), The relation between the wage, job-related training and the quality of the match between occupations and types of education, ROA-RM- 1996/6E, Research Centre for Education and the Labour Market, University of Limburg, Maastricht.

Viteles M. S. (1932), Industrial Psychology, WW Norton, New York.

Wahba M. A., Bridwell L. G., (1976), “Maslow reconsidered: a review of research on the need hierarchy theory”, Organizational Behaviour and Human Performance, 15, 212-240.

Wexley K. M., Latham G. P. (2002), developing and training human resources in organizations, Harper Collins, New York.

Wood R. E., Bandura A. (1989), “Impact of conceptions of ability on self-regulatory mechanisms and complex decision making”, Journal of Personality and Social Psychology, 56, 407-415.

Wyatt S., Fraser J.A, Stock F. G. L. (1929), “The effect of monotony in work. A preliminary inquiry”, Industrial Health Research Board Report, 56, 47.

Zucchermaglio C. (1996), Vygotskij in azienda. Apprendimento e comunicazione nei contesti lavorativi, Carocci, Roma.