Università degli Studi di Bergamo, Italy, and IZA, Germany
IZA World of Labor role
Full Professor of Economic Policy, Department of Economics, University of Bergamo, Italy
Flexibility, work organization and firm performance; economics of education; economics of entrepreneurship; gender differences.
Positions/functions as a policy advisor
Member of the board of the Italian Association of Labour Economics (AIEL); Policy (academic) advisor of Bergamo Province (Italy) for equal opportunities and labor market policies
Associate Professor of Economics (2014–2020) and Assistant Professor of Economic Policy (2005–2014), Department of Management, Economics and Quantitative Methods, University of Bergamo, Italy; Senior researcher and project coordinator at Istituto per la Ricerca Sociale (IRS), Milan, Department of Labour Economics and Industrial Relations (2001–2005); Research assistant at Istituto per l’Economia dell’Impresa e del Lavoro (IEIL), Economics Department, Università Cattolica del Sacro Cuore, Milan (1996–2004)
PhD in Economics, Università Cattolica del Sacro Cuore, Milan, Italy, 2004
"The effect of school rank on personality traits." Journal of Human Resources 56:4 (2021): 1187–1225 (with S. Comi and L. Pagani).
“Where women make a difference. Gender quotas and firms’ performance in three European countries.” Industrial and Labor Relations Review 73:3 (2020): 768–793 (with S. Comi, M. Grasseni, and L. Pagani).
“Is it the way they use it? Teachers, ICT and student achievement.” Economics of Education Review 56 (2017): 24–39 (with S. Comi, G. Argentin, M. Gui, and L. Pagani).
“Performance-related pay and firm productivity: Evidence from a reform in the structure of collective bargaining.” Industrial and Labor Relations Review 68:3 (2015): 603–632 (with C. Lucifora).
"Flexible pay, firm performance and the role of unions. New evidence from Italy.” Labour Economics 16 (2009): 64–78.
Do performance-related pay and financial participation schemes have an effect on firms’ performance?A growing number of firms offer compensation packages that link pay to performance. The aim is to motivate workers to be more efficient while also increasing their attachment to the company, thereby reducing turnover and absenteeism. The effects of performance-related pay on productivity depend on the scheme type and design, with individual incentives showing the largest effect. Governments often offer tax breaks and financial incentives to promote performance-related pay, though their desirability has been questioned due to large deadweight losses involved. The diffusion of remote work will increase the relevance of performance-related pay.MoreLess