Federica Sottrici

The removal of barriers to labour mobility and the enhancement of cross-border mobility are expected to reduce regional disparities by contributing to a more efficient allocation of labour. For some time now, however, researchers have considered borders and cross-border regions to be marginal zones. Therefore, we contribute to the discussion by providing a qualitative framework for the segmentation of the cross-border job market, capable of addressing some questions relevant to the management of cross-border commuting regarding the nature of imbalances that characterize the cross-border job market and the main factors underpinning the phenomenon. To do so, we focused specifically on the Euroregion "Regio Insubrica", a cross-boundary cooperation community between Italy and Switzerland. Nevertheless, the proposed framework may be easily applied to all the existing cross-border regions across the world in order to help explain the imbalances that exist, and support decision-makers regarding educational and labour market policies.

Despite scholars have given much attention to research on managerial behaviours, the results have not been always consistent till today, heading thus in multiple directions. Previous studies on this area have generally adopted the point of view of managers, thus partially neglecting the perspective of their employees, who are among their most important stakeholders. In the attempt to enrich this strand of literature, in this study we aim at identifying which are the managerial behaviours that bring employees to recommend their manager as someone they should work for in the future. This is done by collecting data gathered from an online survey answered by 461 Italian employees.