Δημοσιεύσεις σε περιοδικά

The purpose of the current study was to examine the relation between motivation and job satisfaction among Greek bank employees. In particular, the study examined the possible positive relationship between the self-determined, independent forms of motivation and the factors of job satisfaction and the possible negative relationship between the non self-determined forms of motivation and the factors of job satisfaction. The research sample consisted of 172 bank employees. For the collection of the data, the Work Motivation Inventory – Greek version (WMI-G) was used. The inventory was created by Christodoulidis and Papaioannou (2002), based on the Work Motivation Inventory created by Blais, Briere, Lachance, Riddle and Vallerand (1993). It consists of 35 questions under the general question “What pushes you to do this job?” corresponding to five factors: “Intrinsic motivation” (12 issues), “Identified regulation” (4 issues), “Introjected regulation” (3 issues), “External Regulation” (6 issues), “Amotivation” (10 issues). The answers were given on a seven-point Likert-type scale (1 = not responds at all, 7 = corresponds exactly). The tool which was used for the measurement of job satisfaction was the Employee Satisfaction Inventory, ESI, created by Koustelios, 1991, Koustelios, A & Bagiatis K, 1997. It included 24 questions, which measure six dimensions of job satisfaction: 1. Working conditions (5 questions), 2. Earnings (4 questions), 3. Promotions (3 questions), 4. Nature of work (4 questions), 5. Immediate superior (4 questions) and 6. The institution as a whole (4 questions). The research results indicate that the highest the motivation the highest the job satisfaction of employees. However, further investigation should be carried out in the Greek population, so that occupational phenomena like work motivation and job satisfaction are well studied and promoted.

The purpose of the current study was to examine the relation between motivation and job satisfaction among Greek bank employees. In particular, the study examined the possible positive relationship between the self-determined, independent forms of motivation and the factors of job satisfaction and the possible negative relationship between the non self-determined forms of motivation and the factors of job satisfaction. The research sample consisted of 172 bank employees. For the collection of the data, the Work Motivation Inventory – Greek version (WMI-G) was used. The inventory was created by Christodoulidis and Papaioannou (2002), based on the Work Motivation Inventory created by Blais, Briere, Lachance, Riddle and Vallerand (1993). It consists of 35 questions under the general question "What pushes you to do this job?" corresponding to five factors: "Intrinsic motivation" (12 issues), "Identified regulation" (4 issues), "Introjected regulation" (3 issues), "External Regulation" (6 issues), "Amotivation" (10 issues). The answers were given on a seven-point Likert-type scale (1 = not responds at all, 7 = corresponds exactly). The tool which was used for the measurement of job satisfaction was the Employee Satisfaction Inventory, ESI, created by Koustelios, 1991. It included Sdrolias-Belias-Koustelios-Golia-Koutiva-Thomos-Varsanis, 132-151 MIBES Transactions, Vol 8, 2014 133 24 questions, which measure six dimensions of job satisfaction: 1. Working conditions (5 questions), 2. Earnings (4 questions), 3. Promotions (3 questions), 4. Nature of work (4 questions), 5. Immediate superior (4 questions) and 6. The institution as a whole (4 questions). The research results indicate that the highest the motivation the highest the job satisfaction of employees. However, further investigation should be carried out in the Greek population, so that occupational phenomena like work motivation and job satisfaction are well studied and promoted.

The contemporary cultural environment makes urgent the strengthening and the adjustment of production structures and supply of art and culture. It is certainly depending on the individual involvement, the evolution of the economic and social conditions, the requirements and the expectations for which the effective exercise of the cultural policy of each Member presents an outstanding priority consideration. It seeks that the produced cultural products have high quality and competitive nature, able to attract the interest of the public. In this context we should unavoidably takes into consideration the activities of the cultural enterprises, they are required to preserve their viability, to renew the productive operational practices and to meet the high cultural requirements of the area in which they are active. A typical case study of one of the most important cultural organization of Karditsa Municipality is the Municipal Cultural and Public Benefit Enterprise of Karditsa (DI.KE.K.). This organization attempts to outline the cultural environment, to identify the factors that are responsible for the organizations’ production weaknesses and last but not least we are going to propose a formation of a dynamic production network that is expected to ensure a high level of value and produced cultural products which can meet the cultural needs of the public in the local and the regional level. Keywords : Cultural Entreprises, Cultural Product, Product Quality, Cultural Audience, Local and Regional Cultural Development.

Chronic pathology suffering from the Greek government, especially local government and the reform imposed by the local municipalities program of Kallikratis combined with the economic crisis and the troika are the main reasons occupying this research and how through internal forces can municipalities find their way to a viable future. This work focuses on two levels. Firstly it records the current status of human resource in the Municipality of Trikala as well as it proposes a reorganization and restructuring of the foundations and management of human resources in this municipality aiming to a full utilization of capacities and skills. For this reason, the theory of human resources management with special thematic section on the development of human resources were examined in combination with the institution of local government in Greece. Particular attention was given to the introduction of the Kallikratis program and its impact within institutional, organizational, administrative, economic, and social level. Finally, this work tried to study the current status of human resource, especially in municipalities merged into a new municipality of Kallikratis program and how the new assessment system has helped to develop their abilities and skills. Moreover, what would be an ideal model for training and development of employees and what criteria exist for the relocation of employees in the proper position without conflicts. Ending and adding to this latter, what kind of conflicts were grown and how to handle them as well as to study motion reorganization of human resource for better utilization of capacities and skills.

Belias D., Koustelios A., Gkolia A.(2015). Leadership Style and Job Satisfaction of Greek Banking Institutions. International Journal of Management and Business Research (IJMBR). Vol. 5 , Issue. 3. Page No 237-248

The aim of the present study is to measure the levels of job satisfaction, role conflict and autonomy of employees in the Greek Banking Organization. In addition, the investigation of the relation between role conflict and the dimensions of job satisfaction is being attempted and the regulatory impact of autonomy in the aforementioned relationship is being analyzed. For the measurement of job satisfaction in the present study, the Employee Satisfaction Inventory-ESI (Koustelios, 1991; Koustelios & Bagiatis, 1997) was used. The inventory was created using Greek employees as a sample. It included 24 items which measure six dimensions of job satisfaction: 1. Working conditions, 2. Salary, 3. Promotions, 4. Work itself, 5. Immediate superior and 6. The organization as a whole For the measurement of role conflict, the Role Questionnaire (Rizzo, House, & Lirtzman, 1970) was used. The scale consisted of eight items. Finally, for the measurement of employees' autonomy a scale developed by Beehr (1976) was used. The scale consisted of four items. The results of the study confirmed previous findings, according to which role conflict is negatively correlated with job satisfaction. In addition, autonomy has a moderating role in the relation between role conflict and job satisfaction. Research findings like these should be taken into serious consideration by superiors and managers, so that job satisfaction among Greek bank employees is increased and promoted, leading to higher productivity and general well-being.