Ο Αθανάσιος Κουστέλιος είναι Kαθηγητής «Διοίκησης Ανθρώπινων Πόρων» στο Τμήμα Διοίκησης Επιχειρήσεων του Πανεπιστημίου Θεσσαλίας.
Έχει δημοσιεύσει περισσότερα από 120 άρθρα σε έγκυρα διεθνή και ελληνικά περιοδικά, ενώ έχει περισσότερες από 180 ανακοινώσεις σε συνέδρια στην Ελλάδα και στο εξωτερικό. Είναι μέλος ελληνικών και διεθνών επιστημονικών ενώσεων και κριτής ελληνικών και διεθνών επιστημονικών περιοδικών.
Διετέλεσε Αναπληρωτής Πρύτανη στο Παν. Θεσσαλίας την περίοδο 2013-2014, Πρόεδρος του Τ.Ε.Φ.Α.Α. του Παν. Θεσσαλίας την περίοδο 2004-2006 και Πρόεδρος της Ελληνικής Εταιρίας Διοίκησης Αθλητισμού (Ελλ.Ε.Δ.Α.) την περίοδο 2002-2004, ενώ ήταν Διευθυντής του Εργαστηρίου Οργάνωσης Διοίκησης Αθλητισμού & Αναψυχής του Τ.Ε.Φ.Α.Α. - Παν. Θεσσαλίας από το 2005-2019. Από το 2014 είναι μέλος του AdvisoryBoardofInstituteofCulturalDiplomacy (έδρα Βερολίνο).
Τα ερευνητικά του ενδιαφέροντα αφορούν θέματα οργανωσιακής συμπεριφοράς, διοίκησης ανθρώπινων πόρων και διοίκησης αθλητισμού.
Trade unions have been battling on the side and for the employees and laborers throughout the years. History labor pages have been written all over the world through organised struggles for employee rights. Sometimes battles were won and in other cases were lost but common factor in both results was the mutual feeling of cooperation and the trust which were the intriguing factors that gave strength to labor struggles. Greek labor movement has been severely affected by the effects of the recent economic crisis. Labor laws have been cancelled or paused or altered towards the benefits of the employers according to the relevant MOU's signed from Greek governments and under the strict guides of the IMF and the EU, leaving the labor movement in state of 'clinical death' waiting for the 'doctors' to pull the plug. Therefore, the aim of this study is to investigate the role that Trade Unions had and their organised behavior and strategy, if any, towards this political attack in employees rights in Greece whereas their active or passive position according to their leadership how it was perceived by their members.
Democracies are characterized by greater freedom, executive accountability and turnover, openness, transparency, and the ability to credibly commit. Each of these characteristics brings important benefits, which are well-recognized. However, as suggested by Remmer (1990), they may also increase the likelihood of financial instability and crisis onset. The philosophical attachment to private liberty and freedom may contribute to excessive financial deregulation and liberalization. Frequent executive turnover may lead democratic leaders to neglect the long-term costs of policies that encourage short-term economic booms. But was Greek democracy largely able to weather the storms of the global recession? Greece’s acute fiscal challenges have resulted in widespread public anger and distrust of the government. Therefore, which is the most important factor explaining democratic resilience in turbulent economic times in Greece? This study will try to prove that despite their imperfections, democratic systems provide citizens at least some ability to express frustration peacefully through open debate and elections even though that was not much evident in Greece's case since Greek citizens do not continue to accept the political system as legitimate when the economic performance of the country still suffers.
The present investigation aims to study the feelings of job satisfaction experienced by bank employees in Greece. In addition, it is studied how much the above feelings are affected by several demographic factors, like gender, age, educational level, years of experience in the specific institution, total years of experience and position held in the specific institution. The method which was preferred in the frame of the study was the quantitative research method. The tool which was used for the measurement of job satisfaction was the Employee Satisfaction Inventory, ESI, created by Koustelios, 1991. 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) (total Chronbach's α = 0.75). The responses were given in a five-level Likert scale: 1 = I strongly disagree, 5 = I strongly agree. The sample of the present study consisted of 230 employees of Greek banks and credit institutions. The results of the study showed that the feelings of job satisfaction experienced by Greek bank employees occur in quite high levels. Furthermore, it was found that job satisfaction is affected by several demographic characteristics, like age, gender, educational level and position held by the employee. However, further investigation should be carried out in the Greek population, so that the phenomenon of job satisfaction is well studied and promoted.
The present research paper examines the different approaches of organizational culture and stresses the fact that here could be differences between the desirable and the actual organizational culture. The research takes place on randomly selected Greek credit institutions using the OCAI instrument. A sample of 400 employees from different occupational positions participated in the study. It was found that the present organizational culture of the institutions is hierarchical and is not the one that the employees tied to promote which is the clan one. The implications of these findings are discussed and future studies are proposed.