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The purpose of this paper is to identify the best practices applied during the implementation process of a national electronic health record (EHR) system. Furthermore, the main goal is to explore the knowledge gained by experts from leading countries in the field of nationwide EHR system implementation, focusing on some of the main success factors and difficulties, or failures, of the various implementation approaches.

To gather the necessary information, an international survey has been conducted with expert participants from 13 countries (Denmark, Austria, Sweden, Norway, the UK, Germany, the Netherlands, Switzerland, Canada, the USA, Israel, New Zealand and South Korea), who had been playing varying key roles during the implementation process. Taking into consideration that each system is unique, with each own (different) characteristics and many stakeholders, the methodological approach followed was not oriented to offer the basis for comparing the implementation process, but rather, to allow us better understand some of the pros and cons of each option.

Taking into account the heterogeneity of each country’s financing mechanism and health system, the predominant EHR system implementation option is the middle-out approach. The main reasons which are responsible for adopting a specific implementation approach are usually political. Furthermore, it is revealed that the most significant success factor of a nationwide EHR system implementation process is the commitment and involvement of all stakeholders. On the other hand, the lack of support and the negative reaction to any change from the medical, nursing and administrative community is considered as the most critical failure factor.

A strong point of the current research is the inclusion of experts from several countries (13) spanning in four continents, identifying some common barriers, success factors and best practices stemming from the experience obtained from these countries, with a sense of unification. An issue that should never be overlooked or underestimated is the alignment between the functionality of the new EHR system and users’ requirements.

This paper aims to empirically examine the linkages between best human resource (HRM) practices, knowledge management, organisational learning, organisational capabilities and organisational performance. The proposed framework and findings intend to add to the understanding of the specific processes that mediate between best HRM practices and organisational performance.

To carry out this research a survey research strategy was followed. The sample frame for this study consisted of Greek firms that belong to the tertiary (services and commerce) sector, employing at least 50 employees. The final research sample consisted of 242 questionnaires. Descriptive statistics as well as structural equation modelling (SEM) techniques were used to analyse the data.

This paper proposes an answer to “how” best HRM practices can influence performance. Results indicate that service and commercial firms pursuing best HRM practices achieve better performance through the interaction of these practices with knowledge management and organisational learning capability and the creation of organisational capabilities.

Possible limitations of the study include the relatively small sample size, the use of subjective performance indicators and the measurement of organisational capabilities.

The paper can help human resource practitioners and/or managers to understand better the importance of organisational learning and knowledge management processes and the way best HRM practices, through the integration of these two processes, lead to superior and sustainable performance.

This paper attempts to shed some light on the processes through which human resource management practices influence performance. Moreover, the value of the human factor in knowledge management and organisational learning initiatives, as well as on organisational capabilities, is explored. While this has already been underlined in the past, there is still no complete model simultaneously describing and testing all those relationships.

The purpose of the paper is to examine and analyze the alignment between (information technology) IT, strategic orientation (SO) and organizational structure (OS) and their impact on firm performance (FP).

A theoretical framework is proposed regarding the constructs of IT, SO and OS. A model incorporating these three constructs is examined and their impact on FP is assessed using structural equation modeling (SEM). The sample data from 295 firms were obtained through structured questionnaires.

The results of the SEM support the hypothesis that the alignment between IT, SO and OS significantly affects FP.

Non‐financial and intangible performance measurements are not included and the sample is not homogeneous.

This study suggests that managers should choose the appropriate level and type of IT, depending on a firm's structure and SO, in order to benefit from the advantages of IT usage and achieve higher performance levels.

This study presents an overview of the impact of SO, OS and IT on FP, and that shows that there is scope for further research into the inter‐organizational relationships that exist between them.

The aim of this paper is to examine the productivity of the Greek banking sector for the time period 2004‐2006.

Standard ratio measures of bank financial performance have been used as output measures in a data envelopment analysis model in combination with efficiency ratios’ analysis.

The Greek banking efficiency remains relatively constant throughout the period under observation, while, on average, big banks perform better than medium and small ones.

Profit and loss accounts as well as balance sheet accounts of each bank are used for examining bank efficiency.

A positive relationship between bank size and performance is observed. More specifically, it is suggested that large total assets gives a bank the ability to achieve higher efficiency levels; thus, a merger of two small banks will probably increase their efficiency and competitiveness in the long term.

Greek banks are at a crossroad and faced with the dilemma of expanding their operations internationally or staying at home. The current financial crisis has made this dilemma stronger. The paper's findings suggest that probably the best solution for the Greek banks to overcome their current problem is to merge.

The purpose of the paper is to highlight the training factors that mostly affect trainees' perception of learning and training usefulness.

A new research model is proposed exploring the relationships between a trainer's performance, training programme components, outcomes of the learning process and training usefulness. The validity of this model is tested empirically adopting the structural equation modelling approach, using data from 126 employees who have participated in different training programmes.

All the factors that constitute a training programme (trainer performance, training environment and training goals, content, material, process) have been found to affect both learning outcomes and training usefulness.

The long‐term results of a training programme are not examined.

Although all the aspects and components of the training programmes should be carefully considered by the training programme designer, training process and trainer performance have the strongest direct and indirect effect (respectively), on both learning outcomes and training usefulness.

In this study, all the factors that constitute a training programme are incorporated in a single model using data from small and medium‐sized enterprises. Overall, the final model can explain 39 and 60 percent of the variance in learning and training usefulness, respectively.

Owing to the unique computing needs and different IT adoption patterns of SMEs, research findings concerning larger organisations may not be fully generalisable to offer practical assistance for the successful utilisation of computers. This paper aims to focus on factors affecting personal computer acceptance, using data from 278 employees from Greek SMEs.

An aggregate structural model is developed, based on the technology acceptance model (TAM) and incorporating social influence, management support, perceived service quality and computer satisfaction factors, that was tested using structural equation modelling (SEM).

The results indicate that perceived ease of use is more powerful in explaining computer usage and satisfaction, whereas usefulness has a strong impact on intention. Moreover, the findings underline the importance of internal (management) and external support in achieving wider computer acceptance.

Factors such as end‐user training, facilitating conditions, self‐efficacy and computer anxiety should be incorporated into the model for a more complete understanding of the factors that influence computer acceptance in SMEs.

The results indicate the importance of ease of use and usefulness perceptions, as well as computer satisfaction. Therefore management should pay special attention to the enhancement of such positive perceptions through adequate support and encouragement.

This is one of the few studies in the literature to incorporate intention, actual usage and satisfaction in a single model, which is tested using data from SMEs. Overall, the final model can explain 60 per cent and 54 per cent of the variance in actual computer usage and computer satisfaction, respectively.

This paper aims to develop an understanding of the factors that influence knowledge‐sharing behaviour within an organisational framework, using widely accepted social psychology theories.

Knowledge‐sharing behaviour of bank employees in Greece is examined using an aggregate model, which is based on the theory of planned behaviour. The suggested research model was tested using structural equation modelling.

The results indicate that intention to share knowledge is mainly influenced by employees' attitude toward knowledge sharing, followed by subjective norms.

Knowledge‐sharing behaviour was examined solely focusing on salient beliefs. Findings should be confirmed using a larger sample, as well as through cross‐sectional studies.

The results highlight the necessity of creating a climate that would help individuals develop a more favourable attitude toward knowledge sharing as well as the important role of the perceived social pressure by organisational members (peers, supervisors, senior management) on the intention of individuals to share knowledge.

The main contributions of this study are the following: examination of the knowledge sharing in the banking sector; testing of a specific well‐known research model in the South‐Eastern European environment; examination of the actual knowledge‐sharing behaviour and not only of the behavioural intention to share knowledge and, finally, examination of the direct effect of the perceived behavioural control on knowledge‐sharing behaviour, which, although suggested by theory, has been neglected by previous studies.

The purpose of this paper is to explore the relationships between best human resource management (HRM) practices, knowledge management (KM), organization learning and organizational capabilities (OC) and their impact on organizational performance. The proposed framework intends to add to the understanding of the specific processes that mediate between best HRM practices and organizational performance.

A range of relevant literature is explored and a conceptual model is proposed and discussed.

This paper proposes an answer to “how” best HRM practices can influence performance. It is suggested that KM and organizational learning (OL) play their own unique role in creating OC, which lead to superior performance.

The paper can help human resource managers to understand better the importance of OL and KM processes and the way best HRM practices, through the integration of these two processes, lead to superior and sustainable performance.

This paper attempts to shed some light on the processes through which HRM practices influence performance. The proposed conceptual framework is an original, complete model that will hopefully contribute towards the enrichment of the relevant literature. Moreover, it clarifies relevant terms and their relationship that seem to be surrounded by ambiguity.

It is widely accepted that the use of information and communication technology (ICT) in the healthcare sector offers great potential for improving the quality of services provided, the efficiency and effectiveness of personnel, and also reducing organizational expenses. This paper seeks to examine various hospital information system (HIS) evaluation methods.

In this paper a comprehensive search of the literature concerning the evaluation of complex health information systems is conducted and used to generate a synthesis of the literature around evaluation efforts in this field. Three approaches for evaluating hospital information systems are presented – user satisfaction, usage, and economic evaluation.

The main results are that during the past decade, computers and information systems, as well as their resultant products, have pervaded hospitals worldwide. Unfortunately, methodologies to measure the various impacts of these systems have not evolved at the same pace. To summarize, measurement of users' satisfaction with information systems may be the most effective evaluation method in comparison with the rest of the methods presented.

The methodologies, taxonomies and concepts presented in this paper could benefit researchers and practitioners in the evaluation of HISs.

This review points out the need for more thorough evaluations of HISs that look at a wide range of factors that can affect the relative success or failure of these systems.

The purpose is to study Rogers' Diffusion of Innovations theory (2003) in a real‐life context, where it is exposed to the full range of complexities of people residing in a specific area and to briefly describe basically non‐work information needs and sources selected to access it.

The relationships between personality and communication behaviour, socio‐economic characteristics and internet adoption, based on Rogers' theory are investigated.

Results from 150 households suggest younger people and individuals with more formal education have increased information needs and are more familiar with computer and internet usage. A positive association between educational level and innovation adoption, and between the latter and attitude toward science and change, is indicated.

Research is limited to Xanthi's Old Town. The quantitative methodology utilised does not allow for in‐depth analysis of information behaviour and internet adoption patterns. Measures to assess personality and communication behaviour variables developed need to be further validated. Finally, the research does not examine other variables (e.g. perceived attributes of innovation) and the distinction between voluntary and mandatory adoption.

Results suggest benefits of information technology should be advertised through earlier adopters.

Research shows level of internet exposure and practically explores technology usage levels in relation to socio‐economic, personality and communication behaviour variables. The sample offers a detailed examination of internet usage and information needs of individuals residing in a specific area.