{"id":495,"date":"2010-10-12T16:31:45","date_gmt":"2010-10-12T15:31:45","guid":{"rendered":"https:\/\/euricse.staging.hgblu.com\/?post_type=publications&#038;p=495"},"modified":"2024-03-20T15:32:17","modified_gmt":"2024-03-20T15:32:17","slug":"wp-01210-incentives-job-satisfaction-and-performance-empirical-evidence-in-italian-social-enterprises","status":"publish","type":"publications","link":"https:\/\/euricse.eu\/it\/publications\/wp-01210-incentives-job-satisfaction-and-performance-empirical-evidence-in-italian-social-enterprises\/","title":{"rendered":"WP 12 | 10 Incentivi, soddisfazione lavorativa e performance: evidenza empirica nelle imprese sociali italiane"},"content":{"rendered":"<p>Il contributo offre un contributo alla comprensione delle relazioni tra incentivi, soddisfazione e performance dei dipendenti nelle imprese sociali. Si inizia criticando le ipotesi generali della teoria principale-agente e in particolare secondo cui la soddisfazione dei dipendenti \u00e8 determinata esclusivamente dal livello di stipendio ricevuto. Queste critiche vengono spiegate sia guardando alla definizione organizzativa di soddisfazione lavorativa di Locke, sia adottando una prospettiva di economia comportamentale.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Questo paper offre un contributo alla comprensione delle relazioni tra incentivi, soddisfazione e performance dei dipendenti nelle imprese sociali. 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