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Article
Publication date: 19 March 2018

Panagiotis Polychroniou and Panagiotis Trivellas

This study aims to investigate the relationship between organizational culture and performance. It concerns the aspects of culture related to culture strength and…

2645

Abstract

Purpose

This study aims to investigate the relationship between organizational culture and performance. It concerns the aspects of culture related to culture strength and unbalance and its impact on introvert and extrovert firm performance, controlling for business environment and size.

Design/methodology/approach

Based on the competing values model (CVM), culture strength is measured as the intensity of the culture values driving the company. The cultural unbalance is measured by the sum of absolute deviations of organizational members’ culture perceptions across the four archetypes (adhocracy, clan, hierarchy and market) imposed by CVM from the individual “average” shared cultural value. Evidence is drawn upon a sample of 1,305 employees of 114 Greek firms.

Findings

The findings indicate a strong positive relationship between culture strength and internal performance (innovation competence and human relations) as well as firm outcomes (profitability, growth and reputational assets). On the contrary, culture unbalance exerts a negative influence to market position, growth and innovation competence.

Practical implications

Understanding the nature of the association between culture strength, unbalance and firm performance would enable academics and practitioners to reflect critically on the core culture values which shape employee involvement and formulate leaders’ quality improvement decisions and actions, so as to achieve sustainable competitive advantage at the organizational level.

Originality/value

This research provides supporting empirical evidence for the culture–performance link by identifying the principle culture value characteristics (strength and unbalance), which exert both direct and interaction effects on the introvert and extrovert aspects of firm performance.

Details

International Journal of Quality and Service Sciences, vol. 10 no. 1
Type: Research Article
ISSN: 1756-669X

Keywords

Article
Publication date: 11 October 2021

Panagiotis Trivellas, Paraskevi Dekoulou, Panagiotis Polychroniou and Vassileios Tokakis

This paper aims to examine the influence of leadership roles on the corporate social responsibility (CSR) activities as perceived by employees, as well as their impact on…

Abstract

Purpose

This paper aims to examine the influence of leadership roles on the corporate social responsibility (CSR) activities as perceived by employees, as well as their impact on job satisfaction.

Design/methodology/approach

Drawing upon a sample of 245 employees in the tourism industry, a structured questionnaire was developed to measure leadership roles and CSR activities as perceived by employees. The competing values model was adopted to operationalize leadership roles.

Findings

Results indicate that different leadership roles are linked with different dimensions of CSR activities, although innovator role proved to prevail on this association. More specifically, innovator role is related to all CSR dimensions, followed by monitor which is associated with the philanthropic and environmental dimensions. The broker role is related only to environmental CSR actions.

Research limitations/implications

The possibility to generalize the results to other countries with different characteristics (e.g. regulatory framework, economic development) needs to be investigated further by carrying out similar studies.

Practical implications

Understanding the nature of the association between leadership and CSR activities would enable practitioners to pursue or cultivate these roles and behaviors creating strategic value by fostering their multidimensional impact upon the social context.

Originality/value

The present research has led to the diagnosis of the leadership role profiles supporting CSR strategies in the tourism industry. Findings also highlighted the importance of the innovator leadership role in explaining the variance of different aspects of CSR activities.

Details

International Journal of Quality and Service Sciences, vol. 13 no. 4
Type: Research Article
ISSN: 1756-669X

Keywords

Article
Publication date: 29 November 2018

Panagiotis Trivellas, Apostolos Rafailidis, Panagiotis Polychroniou and Paraskevi Dekoulou

The purpose of this study is to investigate the role of corporate ethical values on the relationship between corporate social responsibility (CSR) and work-related…

1159

Abstract

Purpose

The purpose of this study is to investigate the role of corporate ethical values on the relationship between corporate social responsibility (CSR) and work-related outcomes (organizational commitment (OC), organizational citizenship behavior (OCB) and in-role job performance) in the case of a Greek port logistics management services organization.

Design/methodology/approach

The field research was carried out by using a structured questionnaire, which was based on empirically validated scales. Employees’ perception of CSR was measured by two dimensions (i.e. social, environmental).

Findings

Statistical analysis (PLS-SEM) confirms the conceptual framework of the study. More specifically, results revealed the association of both CSR dimensions with CEV and OCB. However, CEV proved to act as a full mediating variable between CSR and OC. Thus, CSR impact on OC is realized only through the development of concrete corporate ethical values. Similarly, CEV influences in role job performance, only through OC and OCB.

Research limitations/implications

This study is cross-sectional; thus, causality of the relationships under investigation cannot be justified. The cultural context should also be considered, as field research was conducted in a Greek port logistics organization, at a country suffering from deep financial recession.

Originality/value

Discussion of the importance of corporate ethical values and the underlying mechanisms of organizational policies and practices guiding CSR impact on crucial job-related outcomes.

Details

International Journal of Quality and Service Sciences, vol. 11 no. 2
Type: Research Article
ISSN: 1756-669X

Keywords

Article
Publication date: 1 April 2002

M. Afzalur Rahim, Clement Psenicka, Panagiotis Polychroniou, Jing‐Hua Zhao, Chun‐Sheng Yu, Kawai Anita Chan, Kwok Wai Yee Susana, Maria G. Alves, Chang‐Won Lee, Sahidur Ralunan, Shameema Ferdausy and Rene van Wyk

The study investigated the relationships of the five dimensions of emotional intelligence: self‐awareness, self‐regulation, motivation, empathy, and social skills of…

2141

Abstract

The study investigated the relationships of the five dimensions of emotional intelligence: self‐awareness, self‐regulation, motivation, empathy, and social skills of supervisors to subordinates' strategies of handling conflict: problem solving and bargaining. Data (N = 1,395) for this study were collected with questionnaires from MBA students in seven countries (U.S., Greece, China, Bangladesh, Hong Kong and Macau, South Africa, and Portugal). Psychometric properties of the measures were tested and improved with exploratory and confirmatory factor analysis and analysis of indicator and internal consistency reliabilities, and the hypotheses were tested with a structural equations model for each country. Results in the U.S. and in the combined sample provided support for the model which suggests that self‐awareness is positively associated with self‐regulation, empathy, and social skills; self regulation is positively associated with empathy and social skills; empathy and social skills are positively associated with motivation; which in turn, is positively associated with problem solving strategy and negatively associated with bargaining strategy. Differences among countries in these relationships are noted and implications for organizations discussed.

Details

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

Article
Publication date: 16 October 2009

Panagiotis V. Polychroniou

This study aims to investigate the relationships between social skills, motivation and empathy (emotional intelligence components) and transformational leadership in Greek…

10269

Abstract

Purpose

This study aims to investigate the relationships between social skills, motivation and empathy (emotional intelligence components) and transformational leadership in Greek organisations giving emphasis on supervisor‐subordinate interaction on a team basis. In particular, this study aims to investigate employees' perceptions regarding their supervisor's emotional intelligence as well as transformational leadership.

Design/methodology/approach

Participants were 267 managers working at various functional units and different hierarchical levels. Data were collected by means of questionnaires in a series of face‐to‐face structured interviews regarding subordinates' perceptions for the following: supervisors' emotional intelligence; and transformational leadership.

Findings

Results provided support for the model which suggests that supervisors' emotional intelligence components such as social skills, motivation, and empathy are positively associated with transformational leadership increasing team effectiveness with subordinate.

Research limitations/implications

Data were collected from convenience samples that might limit generalisability of results. Implications for management are discussed including the need for supervisors to use emotional intelligence competencies and transformational leadership, so that their subordinates are empowered to participate and increase team effectiveness.

Originality/value

This study contributes to our understanding of the linkage among emotional intelligence and transformational leadership of supervisors in Greek organisations and the impact on teamwork with their subordinates.

Details

Team Performance Management: An International Journal, vol. 15 no. 7/8
Type: Research Article
ISSN: 1352-7592

Keywords

Article
Publication date: 14 August 2009

Panagiotis V. Polychroniou and Ioannis Giannikos

The purpose of this paper is to present a fuzzy multicriteria decision‐making (MCDM) methodology for selecting employees.

2186

Abstract

Purpose

The purpose of this paper is to present a fuzzy multicriteria decision‐making (MCDM) methodology for selecting employees.

Design/methodology/approach

The methodology is based on the technique for order preference by similarity to ideal solution (TOPSIS) multicriteria decision tool and the algorithm presented by Karsak. Assuming that n are candidates each of whom is evaluated in j criteria, the methodology starts by defining the ideal and the anti‐ideal candidate.

Findings

The applicability of the methodology is discussed using real data from a major Greek bank. As a result, it is necessary to consider criteria, criteria weights, and the distances from both the ideal and the anti‐ideal solution in order to select the more appropriate candidate.

Research limitations/implications

Modern approaches recognize that selection of human resources is a complex process that involves a significant amount of vagueness and subjectivity, and serious consideration for candidate's uncertainties of career life.

Practical implications

The method can help human resources managers reach better decisions by selecting employees through a process that takes into account organizational objectives as well as employees' qualities. Moreover, selection of human resources can be seen as part of an integrated career management system in the organization.

Originality/value

The MCDM methodology can adequately represent the imprecision and uncertainty that are inherent in any modern organization. The method is quite flexible since criteria weights and distances from ideal and anti‐ideal candidates can be replaced by any method for ranking fuzzy numbers.

Details

Career Development International, vol. 14 no. 4
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 20 September 2011

Nikos Bozionelos, Giorgos Bozionelos, Konstantinos Kostopoulos and Panagiotis Polychroniou

This study aims to investigate the relationship of mentoring provided with career success and organizational commitment in the general managerial population.

3639

Abstract

Purpose

This study aims to investigate the relationship of mentoring provided with career success and organizational commitment in the general managerial population.

Design/methodology/approach

Participants were 194 native British who were employed in a variety of jobs, professions and industries in the United Kingdom.

Findings

Mentoring provided was positively associated with objective and subjective career success and with mentoring received. Furthermore, mentoring provided mediated the relationship between mentoring received and both aspects of career success. However, although career‐related mentoring provided was positively associated with mentors' career success and affective organizational commitment, socio‐emotional mentoring provided was unrelated to mentors' career success and was negatively related to their affective commitment.

Research limitations/implications

The study adds to the literature by indicating that, at least in the Anglo‐Saxon organizational environment, mentoring provided, and especially its career‐related dimension, is associated with positive outcomes across occupational, professional and organizational boundaries, and that mentoring receipt increases the likelihood of mentoring provision later in the career.

Practical implications

Encouraging organizational members to provide mentoring for junior colleagues establishes and perpetuates a mentoring cycle, which entails benefits for mentors, protégés and the organization.

Originality/value

This is the first study to investigate the relationship of mentoring provision with career success and organizational commitment in the general working population; hence, to yield generalizable conclusions. In addition it informs on the relative contribution of career‐related and socio‐emotional mentoring provided to mentor's career outcomes.

Details

Career Development International, vol. 16 no. 5
Type: Research Article
ISSN: 1362-0436

Keywords

Content available
Article
Publication date: 9 March 2015

Petru Lucian Curseu

3696

Abstract

Details

Team Performance Management, vol. 21 no. 1/2
Type: Research Article
ISSN: 1352-7592

Content available
Article
Publication date: 8 March 2011

Fiona Lettice

767

Abstract

Details

Team Performance Management: An International Journal, vol. 17 no. 1/2
Type: Research Article
ISSN: 1352-7592

Open Access
Article
Publication date: 14 September 2015

Aristotelis Naniopoulos, Panagiotis Tsalis, Eleni Papanikolaou, Alexandra Kalliagra and Charitomeni Kourmpeti

Access to culture is a fundamental right of people with disabilities and a significant aspect in the development of accessible tourism. A visit to a monument provides an…

1748

Abstract

Purpose

Access to culture is a fundamental right of people with disabilities and a significant aspect in the development of accessible tourism. A visit to a monument provides an authentic experience which cannot be substituted by any representation. However, any interventions to improve accessibility should be made carefully, so as not to alter the monument’s character, or damage it visually or structurally. The paper aims to discuss these issues.

Design/methodology/approach

A theoretical approach model was defined in the PROSPELASIS project for the improvement of accessibility in monuments which was applied in Byzantine monuments of Thessaloniki. This approach contains the following steps: evaluation of existing accessibility level; definition of alternative solutions; creation of final studies, approval by archaeological authorities and implementation of interventions.

Findings

In six major Byzantine monuments significant improvements were realized which include: installation of two lifts and creation of a new staircase at Acheiropoietos; creation of a metal bridge, a new staircase and installation of a lift at Rotunda; opening of the secondary gate and creation of a ramp at the Heptapyrgion fortress; creation of an accessible toilet at the Saint Demetrios church; installation in the six monuments of a WiFi system providing text and audible information as well as information in Greek and International Sign Language; creation of two tactile models; creation of a “cultural route” connecting three major Byzantine monuments.

Originality/value

For the first time, to the knowledge, a set of interventions has been realized in Byzantine monuments focusing on various categories of people with disabilities, i.e. motor, visual, hearing and cognitive.

Details

Journal of Tourism Futures, vol. 1 no. 3
Type: Research Article
ISSN: 2055-5911

Keywords

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