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The paper presents the first results of a documentary research aimed at mapping specific actions or programmes addressed to holders of international protection, asylum seekers and migrants carried out by public and private universities, in Italy. The research reached a total of 98 universities, using the universities’ official websites as primary sources. From the data it emerges that universities are implementing both integration projects within the university education framework and projects of hosting, as well as social and cultural inclusion projects. The mapping pointed out a diverse and complex framework of interventions, together with potentialities and paths that universities could follow to develop or activate new services in terms of social responsibility as well as of research to better understand migratory phenomena. Le azioni degli Atenei italiani rivolte ai rifugiati, ai richiedenti asilo e ai migranti: una prima mappatura. Il contributo presenta i primi risultati di una ricerca documentale che ha avuto come obiettivo quello di mappare le azioni rivolte ai titolari di protezione internazionale, ai richiedenti asilo e ai migranti realizzate in Italia dagli Atenei pubblici e privati. La ricerca ha interessato un totale di 98 istituzioni universitarie, utilizzando come fonti primarie i siti ufficiali degli Atenei. Dai dati emerge che le università realizzano sia progetti di inserimento all’interno di un percorso formativo universitario, sia progetti di accoglienza e inclusione sociale e culturale. La mappatura ha fatto emergere un quadro di interventi variegato e complesso, insieme a potenzialità e strade che le università potrebbero percorrere per sviluppare o attivare nuovi servizi in un’ottica di responsabilità sociale, oltre che di ricerca sulla comprensione dei fenomeni migratori.

Remote working refers to a working model in which employees can pursue work tasks outside the organization due to the use of technology. Several research papers showed that different assumptions are linked to remote work because of the flexibility and autonomy granted to employees when working remotely or from home. This review consistently aims to describe remote work’s role in employees’ well-being and performance. Using the Preferred Reporting Items for Systematic reviews and Meta-analyses (PRISMA) guidelines, 20 peer-reviewed papers published from 2010 until 2021 were selected for this review. Findings showed various and mixed consequences on employees’ performance and well-being. Specifically, remote working affects employees’ perceptions about themselves and their workplaces and contributes to their physical and mental health, particularly regarding work-life balance. Managerial implications for remote working implementation will be discussed in the paper.

The COVID-19 pandemic forced organizations across all sectors and sizes to undertake crucial changes in order to remain productive during the emergency. Among these, the shift towards remote working arrangements is still present in our workplaces, impacting employees’ well-being and productivity. This systematic review aims to describe the pandemic’s consequences on work organization by analyzing whether and how the shift towards remote or home-working impacted employees’ productivity, performance, and well-being. Furthermore, it describes the role of individual and organizational factors in determining employees’ adjustment to remote work. Sixty-seven peer-reviewed papers published from 2020 to 2022, written in English, were selected through the preferred reporting items for systematic reviews and meta-analyses (PRISMA) guidelines. Findings describe how remote working arrangements, the workplace and organizational factors, and the employees’ individual traits and skills impacted employees’ productivity and well-being. Furthermore, they provide a description of the organizational enforcement actions reported in the literature. Managerial and practical implications, such as enforcement actions, team management strategies, and initiatives to promote employees’ physical and mental health, will be discussed in the paper.

This paper aims to describe the effects of Technostress on employees’ well-being and productivity. We adopted the Job Demands Resources Model as a theoretical framework to analyze the “Technostress” phenomenon in order to clarify whether and how technology can be considered a job demand, a job resource, or part of the effects of personal resources in the workplace. The sources search and selection process was conducted according to the PRISMA guidelines and regarded papers published from 2010 to 2022. Overall, the findings show that most selected papers consider ICT a job demand negatively affecting human behavior, thoughts, and attitudes. In contrast, some report that ICT acts as a job resource, thus reducing the impact of job demands and their physiological and psychological costs. Finally, a third category of studies does not consider the effects of ICT itself but gives more space to the interaction among ICT, the organizational context in which it is used, and the personal characteristics of ICT users. More specifically, the findings show how individual features and organizational procedures can shape the interpretations employees make about their ICT-related experiences at work and, consequently, their performance or well-being. Findings suggest that when ICT tools are strategically planned and used within organizations, they can enrich the employee experience at work, positively affecting the individual and the organizational level.