Ο Δρ. Λάμπρος Σδρόλιας είναι Καθηγητής του Τμήματος Διοίκησης Επιχειρήσεων του Πανεπιστημίου Θεσσαλίας, με γνωστικό αντικείμενο “Συστήματα Επιχειρηματικών Διαδικασιών και Λειτουργιών ”. Είναι Πτυχιούχος του Τμήματος Οργάνωσης και Διοίκησης Επιχειρήσεων, της Σχολής των Οικονομικών και Κοινωνικών Επιστημών του Πανεπιστημίου Μακεδονίας στη Θεσσαλονίκη και Διδάκτορας των Οικονομικών και Κοινωνικών Επιστημών του Johannes Kepler Universität, Linz-Austria. Διαθέτει πολυετή και αξιόλογη Επαγγελματική Εμπειρία στον Ιδιωτικό και Δημόσιο Τομέα, ενώ υπήρξε για αρκετά έτη Αναπληρωτής Προϊστάμενος και Προϊστάμενος διαφόρων Τμημάτων του Τ.Ε.Ι Θεσσαλίας. Την περίοδο 2016-2017 διετέλεσε εκλεγμένο μέλος του Συμβουλίου του Τ.Ε.Ι Θεσσαλίας και την περίοδο 2017-2018 Αντιπρύτανης του ίδιου Ιδρύματος. Το Ερευνητικό του Έργο αποτελείται από 12 μελέτες. Έχει γράψει 3 Βιβλία, συμμετείχε σε 26 Μονογραφίες σε Συλλογικούς Τόμους. Έχει δημοσιεύσει 65 Επιστημονικά Άρθρα σε Διεθνή και Εθνικά Περιοδικά με το σύστημα κριτών (τυφλής αξιολόγησης), ενώ εμφανίζει 72 Συμμετοχές σε Εθνικά και Διεθνή Συνέδρια. Μάλιστα το Ερευνητικό και Συγγραφικό του Έργο είναι διεθνώς αναγνωρισμένο αφού καταγράφει 468 Ετεροαναφορές. Αποτέλεσε δε ή αποτελεί ενεργό μέλος Επιστημονικών Ομάδων (Advisory Board) ή Αξιολογητής Εργασιών (Reviewer) σε 13 Διεθνή Επιστημονικά Περιοδικά και σε 11 Διεθνή Συνέδρια.
It is commonly accepted that tourism is the backbone of economic development of Greece. As a form of economic activity, tourism falls in services, which means that special attention is given the infrastructures existing in the quality of services. In Greece in recent years an effort to upgrade the tourism product has been made through the up grading of services but also a shift from the model of mass tourism that prevailed in previous decades, to the model of sustainable tourism. The reason leading to this shift has to do with international trends in tourism and with the fact that Greece offer s a unique 'puzzle' tourism resources are not limited to 3S (Sun, sand, sea) of mass tourism but can offer unique experiences in both summer and winter tourism. This paper has revealed that despite of the fact that sustainable tourism is accepted as a key mean of development, there are some issues such as with planning and implementation along with some wrong perceptions from the side of the entrepreneurs. Keywords: Sustainable tourism; Greece; problems; tourist development
The reason of this research was to investigate the thoughts about the current organizational culture of bank employees in Greece and to study what they want for organizational culture after five years. The sample consisted of 252 (51.7%) males and 235 (48.3%) females of various bank companies. The results of this research suggest that bank employees believe current organizational culture controls their behavior inside the bank while at the same time they would desire more friendly and adaptive forms of culture in the company in which they work for. Also, ANOVA analysis has shown that as far as the attitude is concerned, concerning the current organizational culture only the parameter of years of general experience as bank employees affect their attitudes, with employees with 1-10 years of experience ranks higher the current culture because it is characterized as hierarchical and less flexible and participative. As far as most wanted organizational cultures are concerned men and women sated different favorites, bureaucrats would like it to be more hierarchical and new employees would like it more to support involvement and adjustment to the exterior settings and less focused on the marketplace.
The job satisfaction is a associated with many factors. The purpose of this study is to investigate the relation between organizational culture and job satisfaction. This study tries to present if organization culture in Greek banks can increase job satisfaction of employees. For the measurement of job satisfaction in the present study, the Employee Satisfaction Inventory - ESI was used and Greek employees are the participants. The study included 20 items, which measure six dimensions of job satisfaction: 1. Working conditions (5 items), 2. Salary (4 items), 3. Promotions (3 items), 4. Work itself (4 items), 5. Immediate superior (4 items). The assessment of organizational culture was performed with the Organizational Culture Assessment Instrument (OCAI) developed by Cameron and Quinn [3]. It included six questions (Dominant Characteristics, Organizational Leadership, Management of Employees, Organizational Glue, Strategic Emphases, Criteria of Success). Each question had four alternatives (A=Clan, B=Adhocracy, C=Market, D=Hierarchy). According to the results, organizational culture seems to have a rather moderating role in the prediction of employees’ job satisfaction. For this reason, more studies are needed, so that Greek bank employees’ job satisfaction is being well studied and promoted
