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Article
Publication date: 1 May 1990

Dimitris Bourantas and Nancy Papalexandris

In order to test some major hypotheses on leadership styles ofwomen managers, empirical research was conducted among subordinates withmale and female supervisors in Greek…

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Abstract

In order to test some major hypotheses on leadership styles of women managers, empirical research was conducted among subordinates with male and female supervisors in Greek firms. Analysis of results showed that neither leadership styles nor subordinates′ satisfaction differed between employees with male and female managers. The conclusions to be drawn from this analysis are that gender should not influence hiring, promotion and delegation decisions, and that women managers should be encouraged to express certain innate qualities which could contribute to the improved co‐operation and team spirit within organisations.

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Journal of Managerial Psychology, vol. 5 no. 5
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 1 January 1992

Dimitris Bourantas and Nancy Papalexandris

Presents findings of empirical research in Greek public,quasi‐public, and private organizations. Results show that commitment ofmanagers decreases as we progress along a…

Abstract

Presents findings of empirical research in Greek public, quasi‐public, and private organizations. Results show that commitment of managers decreases as we progress along a continuum from private towards publicly‐owned organizations; managers report the existence of a gap between the perceived and the desired organizational culture of their firm, and this “culture gap” tends to increase as we move from the private towards the public sector; organizational commitment appears to be influenced negatively by the culture gap, therefore this gap offers a plausible explanation for the lower commitment in public sector firms.

Details

Journal of Managerial Psychology, vol. 7 no. 1
Type: Research Article
ISSN: 0268-3946

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Article
Publication date: 19 September 2008

Ioannis Nikolaou, Maria Vakola and Dimitris Bourantas

The purpose of this paper is to explore the relationship between the five‐factor model of personality (FFM) and employees' voice behavior in Greece.

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Abstract

Purpose

The purpose of this paper is to explore the relationship between the five‐factor model of personality (FFM) and employees' voice behavior in Greece.

Design/methodology/approach

Employees' personality characteristics were assessed along with their voice behavior towards their supervisor and the top management of their company. Data were collected from a cross‐sectional sample of 334 professionals.

Findings

The findings demonstrate the relationship between personality and voice behavior towards the immediate supervisor, but not towards the top management of the company, and show that conscientiousness and emotional stability are the strongest predictors of employees' voice behavior.

Research limitations/implications

The results of the study should be interpreted with caution, since they are based on self‐report measures. However, the findings suggest that two personality dimensions (emotional stability and conscientiousness) are significantly related with employees' voice behavior towards their supervisor.

Practical implications

The findings suggest important practical implications for HR practices, such as employee communication and personnel selection, since at least two personality dimensions are related with employees' voice behavior. The study also emphasizes the significance of first line supervisors' communication style in enhancing employees' voice behavior.

Originality/value

This is the first study exploring the relationship between the FFM and employees' voice behavior carried out in a EU‐country, such as Greece.

Details

Personnel Review, vol. 37 no. 6
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 1 February 1998

Dimitris Bourantas and Irene I. Nicandrou

Understanding employee reactions to acquisitions is important in assessing the dynamics of acquisitions and their possible success or failure. Proposes a typology of…

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Abstract

Understanding employee reactions to acquisitions is important in assessing the dynamics of acquisitions and their possible success or failure. Proposes a typology of employee behaviors in acquisitions. Moreover, describes the general framework for studying employee responses, by showing the relationship between the factors contributing to the formation of attitudes which can lead to a certain behavior. Finally, discusses directions for future research regarding human resource issues.

Details

Employee Relations, vol. 20 no. 1
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 20 September 2011

Ioannis Nikolaou, Maria Vakola and Dimitris Bourantas

This paper aims to explore the role of organizational silence and trust on employees' attitudes in a post‐merger stage.

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Abstract

Purpose

This paper aims to explore the role of organizational silence and trust on employees' attitudes in a post‐merger stage.

Design/methodology/approach

The results of two independent studies are presented; participants completed measures of organizational trust, organizational silence and merger attitudes (organizational commitment and employee satisfaction) a few months following the announcement of the merger. Hierarchical regression analyzes were used to explore the hypotheses.

Findings

The results show that organizational trust is negatively related to organizational silence and positively to merger attitudes. Further, the significant role of organizational silence in a post‐merger state was also identified through the negative relationships with merger attitudes, but mainly through the significant mediating effect of silence between organizational trust and merger attitudes.

Research limitations/implications

The study used self‐report measures, but necessary actions were taken in order to reduce the effect of common method variance. Therefore, it should be cross‐validated with different research designs (e.g. longitudinal research) in other countries.

Practical implications

The findings provide further support on the significance of organizational silence in work settings, especially at major organizational turnarounds.

Originality/value

The most significant contribution of the study is that it explores for the first time the role of organizational silence in a post‐merger stage and its relationship to organizational trust.

Article
Publication date: 1 August 2000

Irene Nikandrou, Nancy Papalexandris and Dimitris Bourantas

Acquisitions often have a negative impact on employee behaviour resulting in counter productive practices, absenteeism, low morale and job dissatisfaction. It appears that…

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Abstract

Acquisitions often have a negative impact on employee behaviour resulting in counter productive practices, absenteeism, low morale and job dissatisfaction. It appears that an important factor affecting the successful outcome of acquisitions is top management’s ability to gain employee trust. Explores a number of variables which bear an impact on managerial trustworthiness. Among them, frequent communication before and after acquisition, and the already existing quality of employee relations seem to play the most important role. Therefore, a carefully planned, employee‐centered communication programme, together with a good level of employee relations, seem to form the basis for a successful outcome as far as employee relations in the face of acquisitions is concerned.

Details

Employee Relations, vol. 22 no. 4
Type: Research Article
ISSN: 0142-5455

Keywords

Content available
Article
Publication date: 8 June 2015

M.S Rao

165

Abstract

Details

Human Resource Management International Digest, vol. 23 no. 4
Type: Research Article
ISSN: 0967-0734

Article
Publication date: 1 March 1996

Shadid N. Bhuian, Eid. S. Al‐Shammari and Omar A. Jefri

The authors explore the nature of commitment, job satisfaction and job characteristics, and the nature of the interrelationships among these variables concerning…

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Abstract

The authors explore the nature of commitment, job satisfaction and job characteristics, and the nature of the interrelationships among these variables concerning expatriate employees in Saudi Arabia. An examination of a sample of 504 expatriate employees reveals that these employees are, by and large, indifferent with respect to their perceptions of commitment, job satisfaction, and job characteristics. In addition, the results provide strong support for (1) the influence of job satisfaction on commitment, (2) the influence of job variety on commitment, and (3) the influence of job autonomy, identity, and feedback on job satisfaction.

Details

International Journal of Commerce and Management, vol. 6 no. 3/4
Type: Research Article
ISSN: 1056-9219

Article
Publication date: 1 May 1991

In the article he discusses the importance to the personnel profession of the management of working women with reference to the position of women at work in Britain today…

Abstract

In the article he discusses the importance to the personnel profession of the management of working women with reference to the position of women at work in Britain today, how gender inequalities arose, and how the position needs to change through this decade. The issue of child care is addressed, and women's stress, coping and health reviewed.

Details

Equal Opportunities International, vol. 10 no. 5
Type: Research Article
ISSN: 0261-0159

Abstract

Details

International Journal of Entrepreneurial Behavior & Research, vol. 24 no. 2
Type: Research Article
ISSN: 1355-2554

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