Training e consultancy sono due strumenti fondamentali nel mondo del lavoro contemporaneo, specialmente in un mercato in costante evoluzione. Il training, che comprende attività formative continue, permette ai lavoratori di aggiornare le proprie competenze e di adattarsi a nuove tecnologie e metodi di lavoro. La consultancy supporta invece le aziende nella pianificazione e implementazione di strategie formative mirate, aiutando a migliorare l’efficienza operativa e a rispondere efficacemente alle sfide del contesto globale. Come sottolineato da Salas et al. (2012), il training ben progettato ha dimostrato di essere efficace nel migliorare le prestazioni, ridurre gli errori e promuovere l’innovazione all’interno delle organizzazioni. Le aziende che investono nella formazione dei dipendenti vedono un miglioramento non solo nelle competenze tecniche, ma anche nella capacità di adattarsi a cambiamenti complessi, mantenendo un vantaggio competitivo. Secondo Bashir (2013), le organizzazioni che investono in formazione e sviluppo dei propri dipendenti ottengono numerosi vantaggi, tra cui un miglioramento della produttività, una maggiore capacità di innovare e una riduzione del turnover. Investire nella crescita professionale dei dipendenti non solo favorisce la loro soddisfazione, ma contribuisce anche a consolidare la competitività dell’azienda. Un ambiente di apprendimento continuo, infatti, stimola il coinvolgimento dei lavoratori e li rende più flessibili e pronti a fronteggiare le sfide del futuro. Anche la consultancy svolge un ruolo chiave nel migliorare le prestazioni aziendali. Come evidenziato da Sartori et al. (2018), la consulenza professionale fornisce alle aziende strumenti concreti per gestire il cambiamento e favorire l’innovazione. Attraverso consulenze mirate, le organizzazioni possono sviluppare strategie efficaci per l’aggiornamento delle competenze dei propri dipendenti, migliorando così la capacità di adattamento alle dinamiche del mercato. In conclusione, l’integrazione di training e consultancy offre un valore aggiunto alle organizzazioni. Investire in questi due aspetti non solo migliora la performance dei lavoratori, ma contribuisce anche a creare un ambiente di lavoro flessibile, pronto ad affrontare le continue trasformazioni richieste dal mercato.
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Modern Times of Living (Loving) and Working: What Has Happened to Them? | Sartori, R., Mancini, A., & Ceschi, S. (2025). Modern Times of Living (Loving) and Working: What Has Happened to Them?. Italian Sociological Review, 15(1), 47-47. |
De Leo, A., Ceschi, A., & Mutti, M. (2024). The cultural mediator as a facilitator for collaboration: Fostering inter-institutional networking among services for forced migrants. Informing Science, 27. | |
The SwitchOff project; Supporting workers’ wellbeing during remote work: the case of Italy | Abu Hamam, F., Michailidis, E., Ceschi, A., & Sartori, R.(2024, June 5–7). The switchoff project; supporting workers’ wellbeing during remote work: the case of Italy. In Proceedings of the 16th Conference of the European Academy of Occupational Health Psychology (pp. 1–1). |
EUWIN 2024 Oral Presentation | Rubini, S., Scandola, M., Mancini, A., Wubbels, C., Tokat, T., Ceschi, A., & Sartori, R. (2024, October 1-3). A network analysis of organizational flexibility taxonomies. In The Future of Workplace Innovation: Proceedings of the EUWIN Conference (pp. 39-40). University of the Basque Country (UPV/EHU), Donostia-San Sebastian, Spain. |
Managerial risk attitudes | Ceschi, A., Dusi, M., Ferrara, M., Tommasi, F., & Sartori, R. (2024). Individual differences in risk attitude among managers: a multilevel approach. International Journal of Organizational Analysis, 33(12), 1-17. |
H&B and sport | Sartori, R., Ceschi, A., Michailidis, E., Du Plooy, H., & Camplone, T. (2024). Effect of superstition and anxiety on consumer decision-making in triathletes. Informing Science, 27. |
Meaningful work as a multilevel and temporally dynamic construct | Tommasi, F., Sartori, R., Ceschi, A., & Dickert, S. (2024). What makes a workday meaningful? Evidence on the role of task significance, competence and subjective meaningful work. Evidence-based HRM: a Global Forum for Empirical Scholarship. |
Senso del lavoro ed esperienza di senso al lavoro | Zene, M., Abu Hamam, F., Tommasi, F., Sartori, R., & Ceschi, A. (2023). Senso del lavoro ed esperienza di senso al lavoro: uno studio di diari. In Book of Abstracts (pp. 1-1). |
Learning in the workplace the role of job crafting | Sartori, R., Tommasi, F., Ceschi, A., Noventa, S., & Zene, M. (2023). Learning in the workplace: evidence on the role of behavioural job crafting on fostering self-perceived employability. European Journal of Training and Development, 47(10), 133-146. |
Deciding is psychologically costly | Bollarino, S., Ceschi, A., Monti, M., & Sartori, R. (2023). Development and validation of a noise in decision inventory for organizational settings. Informing Science, 26, 173. |
Literature review 2023 (Nerdvet) | Tommasi, F., Ceschi, A., Sartori, R., Gostimir, M., Passaia, G., Genero, S., & Belotto, S. (2023). Enhancing critical thinking and media literacy in the context of IVET: A systematic scoping review. European Journal of Training and Development, 47(1/2), 85-104. |
Nerdvet - Testing | Tommasi, F., Ceschi, A., Bollarino, S., Belotto, S., Genero, S., & Sartori, R. (2023). Enhancing critical thinking skills and media literacy in initial VET students: A mixed methods study on a cross-country training program. International Journal for Research in Vocational Education and Training, 2(10), 239-257. |
Grit short scale validation | Abu Hamam, F., Ceschi, A., Sartori, R., & Tommasi, F. (2023). Cross-cultural validation and measurement invariance of the Short Grit scale (Grit-S): preliminary results. In Cross-cultural validation and measurement invariance of the Short Grit scale (Grit-S): Preliminary Results (pp. 1-2). |
Meaningful work & Common sense | Tommasi, F., Sartori, R., & Ceschi, A. (2023). Scoping out the Common-Sense Perspective on Meaningful Work: Theory, Data and Implications for Human Resource Management and Development. Organizacija, 56, 80-89. |
Pseudo inefficacy and charitable donations | Tommasi, F., Morandini, S., Meneghini, A. M., Ceschi, A., Sartori, R., & Gostimir, M. (2022). Why donate and for what? The pseudoinefficacy bias in donating behavior. In InPACT-International Psychological Applications Conference and Trends(pp. 366-370). |
Nerdvet - Training approach | Sartori, R., Tommasi, F., Ceschi, A., Falser, M., Genero, S., & Belotto, S. (2022). Enhancing critical thinking skills and media literacy in initial vocational education and training via self-nudging: The contribution of NERDVET project. Frontiers in Psychology, 13, 935673. |
Sources of meaning (2022) | Tommasi, F., Ceschi, A., Sartori, R., Giusto, G., Morandini, S., Caputo, B., & Gostimir, M. (2022). How meaningful work and sources of meaning changed during the pandemic: an exploratory study. In END International Conference. |
Academics | Tommasi, F., Toscano, F., Giusino, D., Ceschi, A., Sartori, R., & Degen, J. L. (2022). Meaningful or Meaningless? Organizational Conditions Influencing Doctoral Students’ Mental Health and Achievement. International Journal of Doctoral Studies, 17, 301-321. |
Employability through LLP | Ceschi, A., Perini, M., Scalco, A., Pentassuglia, M., Righetti, E., & Caputo, B. (2021). Foster employability and fight social exclusion through the development of lifelong learning (LLL) key-competences: reviewing twenty years of LLL policies. European Journal of Training and Development, 45(6/7), 475-511. |
H&B and Cognitive Numeracy | Tommasi, F., Ceschi, A., Weller, J., Costantini, A., Passaia, G., Gostimir, M., & Sartori, R. (2021). An empirical evaluation of tech interventions to improve financial decision-making. European Journal of Training and Development, 45(6/7), 633-649. |
A “GRRR” goal orientation process-model | Ceschi, A., Tommasi, F., Costantini, A., Malavasi, G., Dickert, S., & Sartori, R. (2021). A “GRRR” Goal Orientation Process-Model: Workplace Long-Term Relationships Among Grit, Resilience and Recovery. In Multidisciplinary Perspectives on Grit: Contemporary Theories, Assessments, Applications and Critiques (pp. 17-28). |
ME-Work Inventory | Tommasi, F., Sartori, R., Ceschi, A., & Schnell, T. (2021). The Meaning in Work Inventory: Validation of the Italian version and its association with sociodemographic variables. Applied Psychology Bulletin, 291. |
The mediating role of meaningful work (Presentation 39 & 40) | Tommasi, F., Ceschi, A., & Sartori, R. (2021). Person-environment misfit and mental disorder among PhD students: The mediating role of meaningful work. In Psychological Applications and Trends 2021 (pp. 217-222). |
Antecedents of Meaningful Work (Presentation 39 & 40) | Tommasi, F., Ceschi, A., & Sartori, R. (2021). Personal and organizational characteristics antecedents of meaningful work. In Psychological Applications and Trends, 462-509. |
Employability L2 & DSA | Costantini, A., Ceschi, A., & Sartori, R. (2020). Psychosocial interventions for the enhancement of psychological resources among dyslexic adults: A systematic Review. Sustainability, 12(19), 7994. |
Meaningful Work & Time | Tommasi, F., Ceschi, A., & Sartori, R. (2020). Viewing meaningful work through the lens of time. Frontiers in Psychology, 11, 585274. |
Decision-Making Dimensions | Ceschi, A., Costantini, A., Sartori, R., Weller, J., & Di Fabio, A. (2019). Dimensions of decision-making: An evidence-based classification of heuristics and biases. Personality and Individual Differences, 146, 188-200. |
Individual differences and DMC | Weller, J., Ceschi, A., Hirsch, L., Sartori, R., & Costantini, A. (2018). Accounting for individual differences in decision-making competence: Personality and gender differences. Frontiers in Psychology, 9, 2258. |
Change management | Sartori, R., Costantini, A., Ceschi, A., & Tommasi, F. (2018). How do you manage change in organizations? Training, development, innovation, and their relationships. Frontiers in Psychology, 9, 313. |
Decision-making processes in the workplace | Ceschi, A., Demerouti, E., Sartori, R., & Weller, J. (2017). Decision-making processes in the workplace: How exhaustion, lack of resources and job demands impair them and affect performance. Frontiers in Psychology, 8, 313. |
Turning bad into good | Ceschi, A., Fraccaroli, F., Costantini, A., & Sartori, R. (2017). Turning bad into good: How resilience resources protect organizations from demanding work environments. Journal of Workplace Behavioral Health, 32(4), 267-289. |
The human side of open innovation | Sartori, R., Ceschi, A., & Costantini, A. (2017). The human side of open innovation: what room for training and development?. In Open Innovation: Unveiling the Power of the Human Element(pp. 111-133). |
Reviewing psychological facets of workplace innovation | Costantini, A., Sartori, R. & Ceschi, A., (2017). Reviewing psychological facets of workplace innovation. EWOP in Practice, 9(1), 6–18. |
Predicting the effect of burnout on prosocial behaviour of volunteers | Costantini, A., Ceschi, A., Sartori, R., & Meneghini, A. M. (2017). Pseudo-inefficacy and volunteer burnout in humanitarian organizations. In SPUDM26, The 26th Subjective Probability, Utility, and Decision Making Conference. The Biennial Meeting of the European Association for Decision Making (pp. 97-98). |
Risk taking among managers | Ceschi, A., Costantini, A., Dickert, S., & Sartori, R. (2017). The impact of occupational rewards on risk taking among managers. Journal of Personnel Psychology, 16(2). |
Burnout and Prospect Theory | Ceschi, A., & Costantini, A. (2017). Burnout and Loss Aversion: how high-value losses (HVLs) on the job can expose workers to high strain-Part 1. In Small Group Meeting New Directions in Burnout Research. Costantini, A., & Ceschi, A. (2017). Burnout and Loss Aversion: how high-value losses (HVLs) on the job can expose workers to high strain-Part 2. In Small Group Meeting New Directions in Burnout Research (pp. 1-1). |
Workplace Innovation | Sartori, R., Ceschi, A., & Costantini, A. (2017). The human side of open innovation: What room for training and development? In D. Salampasis & A.-L. Mention (Eds.), Open innovation: Unveiling the Power of the Human Element (pp. 111–133). |
CDM-C and risk attitudes | Weller, J. A., Ceschi, A., & Randolph, C. (2015). Decision-making competence predicts domain-specific risk attitudes. Frontiers in Psychology, 6, 540. |
The case of the agent-based modeling | Sartori, R., Ceschi, A., & Costantini, A. (2015). On decision processes in businesses, companies and organizations computed through a generative approach: the case of the agent-based modeling. International Journal of Business Research, 15(2), 25-38. |
Exploring Selfish versus Altruistic Behaviors in the Ultimatum Game | Scalco, A., Ceschi, A., Sartori, R., & Rubaltelli, E. (2015). Exploring selfish versus altruistic behaviors in the ultimatum game with an agent-based model. In Trends in practical applications of agents, multi-agent systems and sustainability: The PAAMS collection (pp. 199–206). Springer. |
HRMR | Sartori, R., & Scalco, A. (2014). Managing organizational innovation through human resources, human capital and psychological capital. European Journal of Management, 14(2), 63-70. |
Business games and simulations Which factors play key roles in learning | Ceschi, A., Sartori, R., Tacconi, G., & Hysenbelli, D. (2014). Business games and simulations: which factors play key roles in learning. In Methodologies and Intelligent Systems for Technology Enhanced Learning (pp. 181-187). Springer. |
Studying teamwork and team climate by using a business simulation | Ceschi, A., Dorofeeva, K., & Sartori, R. (2014). Studying teamwork and team climate by using a business simulation: how communication and innovation can improve group learning and decision-making performance. European Journal of Training and Development, 38(3), 211-230. |
The Role of Emotions in Cognitive Bias | Dorofeeva, K., Ceschi, A., & Sartori, R. (2013). The role of emotions in cognitive biases. In Abstracts (pp. 343-343). Pabst Science Publishers. |
Numeracy and logical abilities in cognitive heuristics and biases | Ceschi, A., Dorofeeva, K., & Sartori, R. (2013). Numeracy and logical abilities in cognitive heuristics and biases. In Abstracts(pp. 336-336). Pabst Science Publishers. |
ABM academic prosocial based on TPB | Sartori, R., Ceschi, A., Hysenbelli, D., & Sang, X. (2013). An agent-based model approach to study prosocial behavior in organizations. International Journal of Strategic Management, 13(2), 23–30. |
The relationships between innovation and human and psychological capital (2013) | Sartori, R., Favretto, G., & Ceschi, A. (2013). The relationships between innovation and human and psychological capital in organizations: a review. The Innovation Journal, 18(3), 2. |
H&B cluster analysis | Ceschi, A., Sartori, R., Rubaltelli, E., & Weller, J. (2012). Cognitive biases: Empirical evidence from a stock market simulation. Poster presented at the Giornata di Studio "Metodi qualitativi e quantitativi in psicologia," Università degli Studi di Urbino Carlo Bo, Urbino, Italy. |
Biases, reasoning and personality in finance | Sartori, R., & Ceschi, A. (2012). Biases, reasoning, and personality in finance. International Journal of Psychology, 47, 121. John Wiley & Sons Ltd. |
Uncertainty and its perception | Sartori, R., & Ceschi, A. (2011). Uncertainty and its perception: experimental study of the numeric expression of uncertainty in two decisional contexts. Quality & Quantity, 45, 187-198. |