Search results

1 – 10 of 16
To view the access options for this content please click here
Article
Publication date: 5 October 2010

Ioannis E. Nikolaou and Konstantinos I. Evangelinos

The purpose of this paper is to discuss the drawbacks of current social and environmental accounting methods and to present a classification for developing a new accounting model.

Downloads
2337

Abstract

Purpose

The purpose of this paper is to discuss the drawbacks of current social and environmental accounting methods and to present a classification for developing a new accounting model.

Design/methodology/approach

The various social and environmental accounting methods are classified and discussed on the basis of various criteria such as the types of accounting principles and the content and information units utilized.

Findings

Current social and environmental accounting methods utilize different criteria, measurement units and principles, a fact that makes the information provided ambiguous and problematic for a reliable business‐society dialogue under a common and understandable context. A new classification is presented based on specific criteria in the prospect of developing a new accounting model.

Research limitations/implications

The proposed new classification aiming to develop a new accounting model is a theoretical proposition which should be validated and tested in practice with a series of case studies before it can be recommended as an alternative to current accounting methods.

Originality/value

The paper attempts to highlight the drawbacks of the current social and environmental accounting methods and proposes a new classification for the development of a new accounting model.

Details

Social Responsibility Journal, vol. 6 no. 4
Type: Research Article
ISSN: 1747-1117

Keywords

To view the access options for this content please click here
Article
Publication date: 12 March 2018

Ioannis E. Nikolaou, Konstantinos P. Tsagarakis and Kyriaki Tasopoulou

The purpose of this paper is to address two research questions: which are the key factors that stimulate entrepreneurs to invest in ecopreneurship, and how ecopreneurhsip…

Abstract

Purpose

The purpose of this paper is to address two research questions: which are the key factors that stimulate entrepreneurs to invest in ecopreneurship, and how ecopreneurhsip contributes to environmental sustainability.

Design/methodology/approach

To answer these questions, a framework has been developed to identify the incentives that lead entrepreneurs to invest in firms in the ecopreneurship through institutional and resource-based thinking.

Findings

From a survey of 91 Greek firms from the green service sector, it is shown that some specific institutional and resource-based view factors play a critical role in green entrepreneurs’ decisions, as well as some certain environmental practices that are frequently used by entrepreneurs to address environmental issues.

Research limitations/implications

First, the answer of the second research question through data collected by a questionnaire survey may be faced with skepticism by some authors, as it could be seen that entrepreneurs and managers of firms could have overstated their company's environmental activities. Second, although the sample selection of 91 firms is a representative sample (response rate 12.35 percent) of the total population of Greek green firms (761) and equal to other relative studies, a higher number of firms and a wider variety of green entrepreneurship ventures is necessary in future research.

Practical implications

The findings are useful for scholars, practitioners and policy makers since it provide information regarding the behavior of green entrepreneurs.

Originality/value

The paper analyze the types of green entrepreneurs in relation to the different features and strategies which are emerged from two theories, such as institutional and resource-based theory.

Details

Management of Environmental Quality: An International Journal, vol. 29 no. 2
Type: Research Article
ISSN: 1477-7835

Keywords

To view the access options for this content please click here
Article
Publication date: 1 April 2002

Ioannis Nikolaou and Ioannis Tsaousis

The purpose of the present study is to explore the relationship between emotional intelligence and sources of occupational stress and outcomes on a sample of professionals…

Downloads
4649

Abstract

The purpose of the present study is to explore the relationship between emotional intelligence and sources of occupational stress and outcomes on a sample of professionals in mental health institutions. A total of 212 participants were administered the Emotional Intelligence Questionnaire as well as the Organizational Stress Screening Tool (ASSET), a new organizational screening tool, which measures workplace stress. The results were in the expected direction showing a negative correlation between emotional intelligence and stress at work, indicating that high scorers in overall EI suffered less stress related to occupational environment. A positive correlation was also found between emotional intelligence and organizational commitment, which according to the ASSET model is considered as a consequence of stress, suggesting a new role for EI as a determinant of employee loyalty to organizations. Finally, the relationship between EI, job stress, and various demographic variables such as gender, age, and education was investigated and results are discussed in the light of the organizational framework.

Details

The International Journal of Organizational Analysis, vol. 10 no. 4
Type: Research Article
ISSN: 1055-3185

To view the access options for this content please click here
Article
Publication date: 1 March 2004

Maria Vakola, Ioannis Tsaousis and Ioannis Nikolaou

Although the role of organisational characteristics in the change process has been extensively analysed and discussed in the literature, individual characteristics, which…

Downloads
23622

Abstract

Although the role of organisational characteristics in the change process has been extensively analysed and discussed in the literature, individual characteristics, which are equally crucial for the success of change, have been neglected. Therefore, the purpose of the present study is to add a different way of looking and working with organisational change by focusing on individuals’ emotions and personality traits. This paper explores how emotional intelligence and the “big five” dimensions of personality can facilitate organisational change at an individual level by exploring the relationship between these attributes and attitudes toward organisational change. The sample consisted of 137 professionals who completed self‐report inventories assessing emotional intelligence, personality traits and attitudes towards organisational change. The results confirmed that there is a relationship between personality traits and employees’ attitudes toward change. Similarly, the contribution of emotional intelligence to the attitudes to change was found to be significant, indicating the added value of using an emotional intelligence measure above and beyond the effect of personality. The practical implications of these findings are discussed in relation to the phases of a change project.

Details

Journal of Managerial Psychology, vol. 19 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

To view the access options for this content please click here
Article
Publication date: 25 September 2007

Ioannis Nikolaou, Maria Tomprou and Maria Vakola

The purpose of this paper is to explore and identify relationships between psychological contract inducements and the five‐factor model of personality (FFM) in Greece.

Downloads
4105

Abstract

Purpose

The purpose of this paper is to explore and identify relationships between psychological contract inducements and the five‐factor model of personality (FFM) in Greece.

Design/methodology/approach

A survey questionnaire that incorporated measures of intrinsic and extrinsic psychological contract inducements and a Greek personality measure of the FFM was completed by 299 respondents. Hierarchical regression analyses were used to explore the hypotheses.

Findings

The paper finds that extroversion and conscientiousness are associated with intrinsic but not extrinsic psychological contract inducements and that neuroticism is associated with extrinsic but not intrinsic inducements. The hypothesis pertaining to openness to experience was rejected, because it was not associated with intrinsic psychological contract inducements, as expected.

Research limitations/implications

The study design was cross‐sectional and used only self‐report measures. Therefore, it should be cross‐validated with different research designs (e.g. longitudinal research) and in other countries.

Practical implications

The findings provide further support on the significance of personality measures for the selection, development and motivation of employees.

Originality/value

The most significant contribution of the study is that it explores the relationship between personality and psychological contract inducements rather than psychological contract types. Another contributing factor is that the study is carried out in Greece.

Details

Journal of Managerial Psychology, vol. 22 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

To view the access options for this content please click here
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.

Downloads
4413

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

Keywords

To view the access options for this content please click here
Article
Publication date: 1 November 2003

Ioannis Nikolaou

The current study represents an attempt to explore personality dispositions and personality process in a P‐O fit context. A total of 227 employees completed self‐report…

Downloads
9149

Abstract

The current study represents an attempt to explore personality dispositions and personality process in a P‐O fit context. A total of 227 employees completed self‐report measures of personality and job satisfaction and their supervisors assessed their citizenship behaviours, generic work competencies and overall job performance. The theoretical approach of the cognitive‐affective personality system was adopted in exploring the research questions and discussing the findings, which reinforced the significance of a confirmatory, theory‐based approach in personality testing. The results supported the existence of relationships between personality and job satisfaction but not between personality and the performance‐related variables, although agreeableness and openness to experience were related to performance for occupations involving interpersonal interaction.

Details

Journal of Managerial Psychology, vol. 18 no. 7
Type: Research Article
ISSN: 0268-3946

Keywords

To view the access options for this content please click here
Article
Publication date: 16 August 2011

Maria Tomprou and Ioannis Nikolaou

The purpose of this paper is to highlight the importance of a number of factors in newcomers' psychological contract development.

Downloads
5785

Abstract

Purpose

The purpose of this paper is to highlight the importance of a number of factors in newcomers' psychological contract development.

Design/methodology/approach

The approach taken is a literature review with the development of a conceptual model.

Findings

The paper contributes to the psychological contract literature by adopting a sensemaking perspective and focusing on the role of newcomers' pre‐entry expectations and emotions on the psychological contract creation process. The authors also discuss the differential role of contract makers and facilitators and the modes they employ to influence newcomers' psychological contract creation.

Originality/value

Psychological contract research has emphasized the consequences of psychological contract breach and violation. The paper's aim is to direct attention at understanding the psychological contract in its very initial stages. The authors discuss implications for research and practice on managing psychological contract creation.

Details

Career Development International, vol. 16 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

To view the access options for this content please click here
Article
Publication date: 1 April 2005

Maria Vakola and Ioannis Nikolaou

Occupational stress and organizational change are now widely accepted as two major issues in organizational life. The current study explores the linkage between employees…

Downloads
39027

Abstract

Purpose

Occupational stress and organizational change are now widely accepted as two major issues in organizational life. The current study explores the linkage between employees’ attitudes towards organizational change and two of the most significant constructs in organizational behaviour; occupational stress and organizational commitment.

Design/methodology/approach

A total of 292 participants completed ASSET, a new “Organizational Screening Tool”, which, among other things, measures workplace stress and organizational commitment and a measure assessing attitudes towards organizational change.

Findings

The results were in the expected direction showing negative correlations between occupational stressors and attitudes to change, indicating that highly stressed individuals demonstrate decreased commitment and increased reluctance to accept organizational change interventions. The most significant impact on attitudes to change was coming from bad work relationships emphasizing the importance of that occupational stressor on employees’ attitudes towards change. The results did not support the role of organizational commitment as a moderator in the relationship between occupational stress and attitudes to change.

Research limitations/implications

A limitation of the research design could be that all measures originated from the same source resulting in possible contamination from common method variance. Further, the cross‐sectional research design adopted in the present study, as opposed to a longitudinal or experimental methodology, does not allow affirmative causal explanations.

Originality/value

The present study showed that good and effective work relationships are very important in organizational change. Handling conflicts, building supportive work relationships and communicating effectively all contribute to the formulation of positive attitudes to change and, therefore, to the success of a change programme. In addition, organizations need to examine the extra workload which organizational change may create. Increase in workload is not only easily attributable to the change but it also makes change unattractive and problematic leading to non‐supportive attitudes.

Details

Employee Relations, vol. 27 no. 2
Type: Research Article
ISSN: 0142-5455

Keywords

To view the access options for this content please click here
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.

Downloads
3999

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.

1 – 10 of 16