| Nome |
# |
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Proactive career behaviors and subjective career success: The moderating role of national culture, file e163de42-f048-19c7-e053-6605fe0a8397
|
103
|
|
What’s the narrative for practice? A review of recommendations on feedback and a guide to writing impactful practical implications, file 573d2b36-e8ef-4d21-8fdd-bfd13f6fec09
|
101
|
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Careers in context: An international study of career goals as mesostructure between societies' career-related human potential and proactive career behaviour, file e163de42-ef2f-19c7-e053-6605fe0a8397
|
69
|
|
Promuovere benessere. Coltivare l’umanità nelle organizzazioni, file 93600bfa-488b-48fd-87da-2dbed7554773
|
53
|
|
Agency and structure in career-related decisions: an example from the financial crisis in Portugal, file 7e510327-617d-438c-822e-0637b797ca31
|
10
|
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Here, there, & everywhere: Development and validation of a cross-culturally representative measure of subjective career success, file e163de42-e954-19c7-e053-6605fe0a8397
|
6
|
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A evolução das carreiras: teorias e temas [The evolution of careers: Theories and topics], file e163de42-fbed-19c7-e053-6605fe0a8397
|
6
|
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Which work design characteristics are necessary for younger workers’ attitudes and behaviors? An NCA approach, file 72ed10d7-25c4-4b6f-b269-e5a88c8fa69c
|
5
|
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Individual perceptions of HR practices, HRM strength and appropriateness of care: a meso, multilevel approach, file e163de42-375b-19c7-e053-6605fe0a8397
|
5
|
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What practical implications on feedback do researchers offer? A systematic review, file 2f499be3-85c6-4c37-81be-73bc9d98a2ed
|
4
|
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Tratti, orientamenti motivazionali e prestazione in un’agenzia per il lavoro: un contributo empirico, file e163de42-e953-19c7-e053-6605fe0a8397
|
4
|
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An Experimental Field Study on the Effects of Coaching: The Mediating Role of Psychological Capital, file e163de42-ef29-19c7-e053-6605fe0a8397
|
4
|
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What practical implications on feedback do researchers offer? A systematic review, file f61c0e88-5b85-46ea-8d7b-a4bc6340051a
|
4
|
|
Which work design characteristics are necessary for younger workers’ attitudes and behaviors? An NCA approach, file 1d081acd-fa44-457b-882e-cabf9bae6ec8
|
3
|
|
Necessary Work Design Characteristics for Younger Workers’ Attitudes and Behaviors, file 30c90f38-ae58-4b45-b727-b4fce9e52834
|
3
|
|
Recent Advances in Leader-Member Exchange Research, file 4593992b-9b0c-4a44-ab43-55800f396177
|
3
|
|
Stronger Together: Positive Relationships at Work, file 55bb9293-2fb7-4480-9023-3972b4ae33cc
|
3
|
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High-commitment HRM practices during the financial crisis in Portugal: Employees' and HR perspectives, file 96ba69d3-159a-4a9c-b564-770913da44b2
|
3
|
|
Structural change, knowledge diversity and change satisfaction: A mixed method study, file 98fe1389-62c7-4b84-85f8-05931e9ce807
|
3
|
|
Leader-Member Exchange (LMX) differentiation and work outcomes: Conceptual Clarification and Critical Review, file e163de42-e956-19c7-e053-6605fe0a8397
|
3
|
|
Quo Vadis? A study of the state and development of coaching in Portugal, file e163de42-ecc9-19c7-e053-6605fe0a8397
|
3
|
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The Effect of Age on Daily Positive Emotions and Work Behaviors, file e163de42-ef2b-19c7-e053-6605fe0a8397
|
3
|
|
What changes with coaching? Investigating within-person changes in reflection, the predicting role of implicit person theory and the effects on perceived utility of coaching, file e163de42-f045-19c7-e053-6605fe0a8397
|
3
|
|
Still feeling employable with growing age? Exploring the moderating effects of developmental HR practices and country-level unemployment rates in the age–employability relationship, file e163de42-f046-19c7-e053-6605fe0a8397
|
3
|
|
Human capital development practices and career success: The moderating role of country development and income inequality, file e163de42-f04a-19c7-e053-6605fe0a8397
|
3
|
|
The moderating role of age in the job characteristics–absenteeism relationship: A matter of occupational context?, file e163de42-f77c-19c7-e053-6605fe0a8397
|
3
|
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Le principali teorie sulla leadership, file e163de42-f77e-19c7-e053-6605fe0a8397
|
3
|
|
O coaching como instrumento de desenvolvimento pessoal [Coaching as a tool for personal development], file e163de42-fb11-19c7-e053-6605fe0a8397
|
3
|
|
Vademecum sul feedback, file 4b8e4e52-ec1e-40cb-9101-3ba59b92271f
|
2
|
|
Evidence based recommendations on feedback practice: A systematic literature review, file 838431eb-60d8-4537-a07b-05d59c51d1dc
|
2
|
|
The impact of the financial crisis on HRM and employee behavior: Evidence from Europe, file 998aab6a-f3f1-4132-a468-9a69168db5d1
|
2
|
|
Evidence based recommendations on feedback practice: A systematic literature review, file b3d56e39-fef1-4857-bcfa-452080b6f3ea
|
2
|
|
Exploring professionals’ motivation to lead: a cross-level study in the healthcare sector, file e163de42-3c05-19c7-e053-6605fe0a8397
|
2
|
|
La gestione strategica delle Risorse Umane: implicazioni per il management sanitario da una rassegna sistematica della letteratura, file e163de42-e8ec-19c7-e053-6605fe0a8397
|
2
|
|
The role of self-efficacy and job satisfaction on absences from work, file e163de42-e955-19c7-e053-6605fe0a8397
|
2
|
|
Il contesto sociale della valutazione e le organizational politics, file e163de42-f87b-19c7-e053-6605fe0a8397
|
2
|
|
Leadership e gruppi di successo: due esperienze a confronto, file e163de42-fb95-19c7-e053-6605fe0a8397
|
2
|
|
null, file 092d5908-c4c3-46d5-b4a8-c1073a0f33b6
|
1
|
|
null, file 0943acc1-bc69-49ec-8bdc-f5ad55d831e4
|
1
|
|
Individual perceptions of HR practices, HRM strength, and Quality of Care, file 42b45a57-b3c8-48e4-8765-fae95a036882
|
1
|
|
Necessary Work Design Characteristics for Younger Workers’ Attitudes and Behaviors, file 45e058b7-0bba-4e3c-94b2-6fcacfe8fd90
|
1
|
|
The impact of the financial crisis on HRM and employee behavior: Evidence from Europe, file 5cf3bbef-a5ee-4b32-b76e-fd8055c1aa6e
|
1
|
|
Structural change, knowledge diversity and change satisfaction: A mixed method study, file 7c9ff549-c9bd-4db6-b7e4-2db06f485f07
|
1
|
|
Individual perceptions of HR practices, HRM strength, and Quality of Care, file 8c78fa9e-4a54-42f6-9a92-e8e9d464a793
|
1
|
|
The influence of organizational politics on performance appraisal, file e163de42-e8e3-19c7-e053-6605fe0a8397
|
1
|
|
I modelli di competenze funzionano davvero? Uno studio di caso, file e163de42-e8e4-19c7-e053-6605fe0a8397
|
1
|
|
Motivazione e gestione per obiettivi: il goal setting, file e163de42-e8e5-19c7-e053-6605fe0a8397
|
1
|
|
Le fasi della selezione, file e163de42-e8e6-19c7-e053-6605fe0a8397
|
1
|
|
A quantitative analysis of the high performance cycle in Italy, file e163de42-e8e7-19c7-e053-6605fe0a8397
|
1
|
|
Processi di valutazione e organizational politics, file e163de42-e8e8-19c7-e053-6605fe0a8397
|
1
|
|
Office design and dignity at work in the knowledge economy, file e163de42-e8ea-19c7-e053-6605fe0a8397
|
1
|
|
Reducing organizational politics in performance appraisal: the role of coaching leaders in appraising age-diverse employees, file e163de42-e8eb-19c7-e053-6605fe0a8397
|
1
|
|
Predicting job satisfaction and job performance in a privatized organization, file e163de42-e952-19c7-e053-6605fe0a8397
|
1
|
|
How time and perceptions of social context shape employee absenteeism trajectories, file e163de42-e959-19c7-e053-6605fe0a8397
|
1
|
|
Il feedback a 360° è collegato al successo lavorativo? Un contributo di ricerca nel contesto italiano, file e163de42-e95a-19c7-e053-6605fe0a8397
|
1
|
|
The relationship of employee perceptions of the immediate supervisor and top management with collective efficacy, file e163de42-e95b-19c7-e053-6605fe0a8397
|
1
|
|
Commitment Profiles, Job Satisfaction, and Behavioral Outcomes, file e163de42-e95c-19c7-e053-6605fe0a8397
|
1
|
|
Validità concorrente e predittiva del Test di Orientamento Motivazionale Versione generale (TOM-VG), file e163de42-ecf4-19c7-e053-6605fe0a8397
|
1
|
|
La leadership: una dimensione ineludibile, file e163de42-f7d8-19c7-e053-6605fe0a8397
|
1
|
|
Psychological Capital Intervention (PCI): a replication and extension, file e163de42-fbd4-19c7-e053-6605fe0a8397
|
1
|
| Totale |
460 |