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The present research is an attempt to reveal the status quo of the managerial and entrepreneurial situation “genus femininum” disclosed in Greek interims report. Focus is put on those aspects and contrasting variables, which help to explain the actual status of female participation. The results of the survey confirm that improvements have been made in the areas of the female managerial involvement, but as in other countries there is a gap, which has to be bridged in the future.

The present research focuses on possible contrasting variables, explaining the actual “marital status” (family‐controlled or family‐owned). The study uses specific law‐prescribed disclosed information in Greek interims reports from corporates by admission of securities to The Athens Stock Exchange Market – ASE. The explanative variables vary among the type of the disclosed information (narrative, administrative and financial). Non‐family firms are “telling” more than “family‐clans” in general, have significantly more relatives in the firm’s management, but not so much staff, whether tertiary educated or not. Finally the family firms are average wise smaller but with more strategic or holistic business orientation.

To present a study analyzing the intellectual performance of Greek listed corporations on the Athens Stock Exchange under the distinctive aspect of being a “globalized” or “localized” firm.

Due to the used VAIC™ method the firm's performance is researched under its intellectual (IC) and physical (CA) aspect. The investigation confirms the existence of some semantic – added value‐based – performance differences by using predictor variables (discriminant analysis) and factors or “drivers” (factor analysis) influencing the actual “globalization status quo”.

States that “localized firms” are the distinct small technocratic, blue‐collar intellectual performers while the “globalized” ones are the large plutocratic, white‐collar intellectual performers.

There is a need to analyze data of more corporations and for a longer time period in order to prove clearly the assumptions of the VAIC™ method. Additional comparative research with other (international) corporations will prove (or not) the above findings concerning intellectual differences due to the “globalization” status.

Offers an international comparative research possibility for “advanced” researchers in academia or praxis and enables “beginners” to learn a way of measuring intellectual capital performance.

This paper is an original research based on confirmed data of listed firms, using a “simple” but excellent method, in order to highlight the intellectual phenomenon in a “rational” (metric) way.

The field for Intellectual Capital (IC) and the related philosophy of Knowledge Management (KM) has arisen recently to an interesting research object worldwide. Researchers round the globe presented interesting realistic contributions to the “intellectual” matter like Tobin’s “q”, Intangible Assets Monitor ‐IAM or “Skandia Navigator”. Increasingly the metrication of the intellectual intangibility, the visualization of the invisible intellectual brain power or the calculation of the intellectual potentiality provoked many “serious” researchers to fight like the hero of La Mancha “again wind, light and sound”. A. Pulic “VAIC™ – Value Added Intellectual Capital Method” is one way to bridge the distance from “tacit to ex plicit” because it helps to understand the metrics of intangibility. In the present research the data (published balance sheet and profit/loss account information) of seventeen main Greek banks for the period 1996 to 1999 is analyzed. The focus is put on the used human capital (HC) and physical capital (CA) of the Greek banking sector and their impact on firms’ value added (VA) based performance is discussed. The predictive (regression analysis) impact on the “intellectual” value added (VA) based performance confirms the existence of value added (VA) based performance differences among the various banks – always due to their potential of intellectual and physical capital.

This paper studies the mandatory or legal prescribed structures and then examines the actual structures of the interim reports (“enimerotika deltia”) of Greek corporates by admission of securities (shares) to The Athens Stock Exchange Market (ASE). Actual disclosure varies within a sample of 113 ASE‐listed firms whose quasi‐annual reports cover almost a decade (1994‐2001). The research is focused on disclosed “topics” and structural aspects influencing the actual extent, form and structure of voluntary information disclosure whether narrative or financial like the role of the branch, the time of admission, the experience, the “marital status” (family‐owned or not) and the academic qualification.

The performance of economic entities has been a research matter even in the ancient world. The human “genius” has been recognized as a vehicle for certain valuable capabilities and as the critical enabler of transforming processes. But it has not been considered as an intellectual capitalizator or intellectual asset. This has happened recently in the promising field of intellectual capital and its related philosophy of knowledge management, although the related research status quo is still in its infancy. Applies the VAIC^TM method in order to analyze the data of Japanese banks for the financial period 1 April 2000‐31 March 2001. Analyzes the intellectual or human (HC) and physical capital (CA) of the Japanese banking sector and discusses their impact on the banks’ value‐based performance. Focuses on the actual status of HC and CA capital and its predictive, discriminative and integrative impact on the “intellectual” added value‐based performance situation. Confirms the existence of significant performance differences among the various groups of Japanese banks but also the differences between the Japanese and some European banks (Greece and Austria).

The purpose of this paper is to investigate hazards for minor users while they are exposed to social networks. In particular, it provides the statistical relationship of these hazards with the exposure time as well as the amount of published personal information.

An experiment was conducted that has revealed a huge number of personal information exposed by users of social network applications. Moreover, a significant amount of suspicious activity against minors has been recorded. Experimental data led to the hypothesis that online hazards can be modeled with known statistical distributions. In order to examine this hypothesis, survival analysis techniques, which involve the estimation of certain functions that reflect the relation of a disastrous event with time, were applied.

The results show that the incoming hazards for minor female profiles follow the Logistic distribution, while the corresponding hazards for minor male profiles follow the Normal distribution.

The findings of this work are crucial for developing an effective system for automated grooming recognition in real time by optimizing the detection threshold as a function of time. Thus, the threshold sensitivity can be appropriately adjusted such that lower frequencies of occurrence lead to lower threshold sensitivities, and higher frequencies of occurrence lead to higher threshold sensitivities.

Intellectual capital (IC) shows a significant growing acceptance as a worthy topic of academic investigation and practical implication. The purpose of this study is to examine the impact of IC on firms' market value and financial performance.

The empirical data were drawn from a panel consisting of 96 Greek companies listed in the Athens Stock Exchange (ASE), from four different economic sectors, observed over the three‐year period of 2006 to 2008. Various regression models were examined in order to test the hypotheses included in the proposed conceptual framework.

Results failed to support most of the hypotheses; only concluding that there is a statistically significant relationship between human capital efficiency and financial performance. Despite the fact that IC is increasingly recognised as an important strategic asset for sustainable corporate competitive advantage, the results of the present study give rise to various arguments, criticism and further research on the subject.

The lack of available data for the appropriate analysis, the investigation of four sectors of economic activity and the relatively narrow three‐year period for data collection are the main limitations of the present study.

Results proved that, in the Greek business context, the development of human resources seems to be one of the most significant factors of economic success. Focusing on human capital should, therefore, be at the centre of the companies' attention.

The present study combines previous methodologies in order to investigate certain causal relationships considering the IC of Greek listed companies. The value of the paper is the empirical investigation of these relationships in the context of the Greek economy and the enrichment of the literature with another paper that follows the value‐added intellectual coefficient methodology for the measurement of IC.

Nowadays, innovation appears as one of the main driving forces of organisational success. Despite the above fact, its impact on the propensity of an organisation to develop and sustain a competitive advantage has not yet received sufficient empirical investigation. The purpose of this paper is to enhance the existing empirical literature by focusing on the antecedents of innovation and its impact on competitive advantage. It proposes a newly developed conceptual framework that adopts a three-step approach, highlighting areas that have rarely been simultaneously examined before.

The examination of the proposed conceptual framework was performed with the use of a newly developed structured questionnaire that was distributed to a group of Greek manufacturing companies. The questionnaire has been successfully completed by chief executive officers (CEOs) from 189 different companies. CEOs were used as key respondents due to their knowledge and experience. The reliability and the validity of the questionnaire were thoroughly examined. Empirical data were analysed using the structural equation modelling technique. The study is empirical (based on primary data), explanatory (examines cause and effect relationships), deductive (tests research hypotheses) and quantitative (includes the analysis of quantitative data collected with the use of a structured questionnaire).

Results indicate that knowledge management, intellectual capital, organisational capabilities and organisational culture have significant direct and indirect effects on innovation, underlining the importance of their simultaneous enhancement. Finally, the positive effect of innovation on the creation of competitive advantages is empirically validated, bridging the gap in the relevant literature and offering avenues for additional future research.

The causal relationship between innovation and competitive advantage, despite its significant theoretical support, has not been empirically validated. The present paper aspires to bridge this gap, investigating the impact of innovation on the development of competitive advantages. Moreover, the present study adopts a multidimensional approach that has never been explored in the existing innovation literature, making the examination of the proposed conceptual framework an interesting research topic.

Organizations need to address stereotypical bias in order to ensure that they do not underutilize any segment of the talent pool, and scarce managerial skills are effectively deployed. To this aim, research on gender stereotypes would provide valuable information to corporate leaders. Given the dearth of empirical research on this issue for the case of Greece, the current study was designed to explore the relationship between attitudes toward women as managers and gender‐based stereotypes.

A survey was conducted using a structured questionnaire. Participants in the survey were 173 full‐time employees working for firms across all the sectors of the economy.

The main findings indicate that the primary source of shaping respondents’ attitudes is their own gender. Other personal characteristics such as age, education, managerial experience, and working under a female supervisor seem not to have a measurable effect on employees’ stereotypic attitudes toward women in management. Furthermore, organizational characteristics such as the firm's nationality, ownership, sector, or department do not seem to provide any source of variance in employees’ attitudes.

Further research to extend the current investigation to employers and managers would allow for a more articulated discussion of the main sources of influence on stereotypical attitudes toward women in management.

Given the scarcity of empirical research on stereotyping and women's career prospects in Greece, this study contributes to debates in the wider academic community on the issue of analysing empirically stereotypic attitudes toward women as managers.