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MARTINA GIANECCHINI

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Position

Professoressa Associata

Structure

Dipartimento di Scienze Economiche e Aziendali "Marco Fanno" - DSEA

Address

VIA DEL SANTO, 33 - PADOVA

Telephone

0498273847

E-mail

martina.gianecchini@unipd.it

Martina Gianecchini is associate professor of Human Resource Management at the School of Economics and Business Administration of the University of Padova (from Dec 2011).
She got a degree in Business and Economics (University of Padova, 1999) and a PhD in Organizational Behaviour (University of Udine, 2003), with a dissertation on career management. From 2003 to 2005 she has been post-doc fellow at the Department of Economics and Management of the University of Padova and then Assistant Researcher (2005-2011) at the same university.
She has been visiting scholars in various universities over the years: HEC - Université de Montréal (Canada) in 2005, Research Centre for Organisation Studies - Katholieke Universiteit of Leuven (Belgium) in 2009, Sun Wah International Business School - Liaoning University of Shenyang (China) in 2013.
She teaches Human Resource Management, Organizational Behavior and Theory courses at bachelor, graduate and PhD level. She teaches Human Resource Management in post-graduate ad executive master courses and she is the Scientific Director of the Executive Master in Human Resource Management at CUOA Business School.
Her main research interests are on career management, labor market dynamics, and entrepreneurship especially in cross-cultural contexts. She is member of the international research group 5C (Cross-Cultural Collaboration on Contemporary Careers) coordinated by Jon Briscoe (Northern Illinois), which involves more than 25 countries and aims at understanding meanings, determinants and outcomes of careers around the world.
She is HR Ambassador for Italy of the Human Resource Division of the Academy of Management (AOM) and a member of the Editorial Board of Human Resource Management. She is Deputy Director of the Observatory on Hybrid Jobs and Digital Professions.

Notices

Office hours

  • Wednesday from 9:30 to 12:30
    at Dipartimento di Scienze Economiche e Aziendali "Marco Fanno", via del Santo 33, 35123 Padova
    L'orario di ricevimento può essere soggetto a cambiamenti che verranno comunicati tempestivamente nei siti dei corsi di laurea.

Teachings

Publications

AGDADLI S., GIANECCHINI M., ANDRESEN M., COTTON R., KAŠE R., LAZAROVA M., SMALE A., BOSAK J., BRISCOE J., CHUDZIKOWSKI K., DELLO RUSSO S., REICHEL A., 2021, “Human Capital Development Practices and Career Success: The moderating role of country development and income inequality”, Journal of Organizational Behavior, 42(4), 429-447 https://doi.org/10.1002/job.2506 (ABS 4 - Classe A)

MOSCA L., GIANECCHINI M., CAMPAGNOLO D., 2021, Organizational Life Cycle models: A design perspective, Journal of Organization Design, 10(1), 3-18 https://doi.org/10.1186/s41469-021-00090-7

GIANECCHINI M., 2020, “Strategies and determinants of corporate support to the arts: insights from the Italian context”, European Management Journal, 38(1), 308-318

Bagdadli S., Gianecchini M., 2020. HRM/organizational career management systems and practices (pp. 365-381). In: H. Gunz, M. Lazarova, & W. Mayrhofer (Eds.), The Routledge Companion to Career Studies. London: Routledge [ISBN: 978-1-138-93977-6].

DELLO RUSSO S., PARRY E., BOSAK J., ANDRESEN M., APOSPORI E., BAGDADLI S., CHUDZIKOWSKI K., DICKMANN M., FERENCIKOVA S., GIANECCHINI M., HALL D.T., KAŠE R., LAZAROVA M., REICHEL A., 2020, Still feeling employable with growing age? Exploring the moderating effects of developmental HR practices and country-level unemployment rates in the age – employability relationship, The International Journal of Human Resource Management, 31(9), 1180-1206 https://doi.org/10.1080/09585192.2020.1737833

Costa G., Gianecchini M., 2019, Risorse Umane. Persone, relazioni e valore [4/ed], McGraw-Hill, Milano [ISBN: 978-88-386-6916-3]

ANDRESEN M., GIANECCHINI M., et al., 2019, “Careers in context: An international study of career goals as mesostructure between societies’ career-related human potential and proactive career behavior”, Human Resource Management Journal, https://doi.org/10.1111/1748-8583.12247

BAGDADLI S., GIANECCHINI M., 2019, “Fare carriera in Italia: nuovi percorsi, vecchie tensioni”, Economia & Management, 3, 47-52.

BAGDADLI S., GIANECCHINI M., 2019, “Organizational Career Management practices and objective career success: A systematic review and framework”, Human Resource Management Review, 29(3), 353-370 DOI: 10.1016/j.hrmr.2018.08.001.

SMALE A., BAGDADLI S., COTTON R., DELLO RUSSO S., DICKMANN M., DYSVIK A., GIANECCHINI M., KAŠE R., LAZAROVA M., REICHEL A., ROZO P., VERBRUGGEN M., 2019, “Proactive career behaviors and subjective career success: The effects of perceived organizational support and national culture”, Journal of Organizational Behavior, 40(1), 105-122 DOI: 10.1002/job.2316.

KAŠE R., DRIES N., BRISCOE J., COTTON R.D., APOSPORI E., BAGDADLI S., ÇAKMAK-OTLUOĞLU O., CHUDZIKOWSKI K., DYSVIK A., GIANECCHINI M., SAXENA R., SHEN Y., VERBRUGGEN M., ADELEYE I., BABALOLA O., CASADO T., CERDIN J-L., KIM N., MISHRA S.K., UNITE J., ZHANGFENG F., 2018, “Career success schemas and their contextual embeddedness: A comparative configurational perspective”, Human Resource Management Journal, DOI:10.1111/1748-8583.12218.

MONTANARI F., SCAPOLAN A., GIANECCHINI M., 2016, “‘Absolutely free’? The role of relational work in sustaining artistic innovation”, Organization Studies, 37(6) 797–821. DOI 10.1177/0170840616647419

Research Area

1. Career management
Analysis of changes in individual career paths as a result of competitive and legislative changes affecting the labour market. The research hypothesis is that we are assisting to a progressive fragmentation of "traditional" career paths, defined as sequences of promotions within a single company. Focus on the transition processes between the school system and the labour market.

2. Entrepreneurship
The aim of the work carried out in this area is to understand if and how the characteristics of the entrepreneur (his human and social capital) have an impact on the performance and development of the business. This analysis is conducted on nascent enterprises, or on small and medium-sized enterprises where the entrepreneur's contribution is particularly significant.

3. Human resoruces management and internationalization
Analysis of the effects of corporate internationalization paths on HR management.