Πλοήγηση ανά Συγγραφέα "Galanaki, Eleanna"

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Academic career as an Odyssey: allegories from the work of homer and personal experiences in modern Greece
(2020) Galanaki, Eleanna
The chapter proposes to discuss the challenges, risks and pitfalls, as well as rewards, opportunities and benefits of an academic career in management. It is inspired by the analogies between academic career as experienced by the author over the last 15 years and the Odyssey epic poem. The chapter will focus on the following analogies between the academic career and Homer’s epos: (1) Obstacles and Enablers (2) Companions and Critical allies (3) Destination and Journey. In each of the 3 parts, personal experiences of the author are presented and the analogies or antitheses with the classic epic poem are discussed.
Can old dogs play new tricks in family firms?
(Editions Benou, 2020) Stavrou, Eleni; Galanaki, Eleanna
By combining the social exchange and stakeholder theories, we focus on employees older than 50 as a strategic resource in family firms. Specifically, we study the relationship between such employees and firm innovation and the potential moderating role of work-life balance practices. We find a negative relationship between the ratio of older workers and the level of firm innovation in both family and non-family firms. However, in family firms, the more work away from office is used, the stronger and positive the relationship between the level of firm innovation and the percentage of older employees is.
Discrepancy between ideal and actual caring culture: effects on employee commitment and satisfaction
(Editions Benou, 2020) Papagiannakis, Giorgos; Galanaki, Eleanna
A person-organizational culture fit approach may add to our understanding on how work attitudes are shaped, but this link has been under-investigated by extant research. In this study, we investigate whether discrepancies between the ideal and the actual caring organizational culture influence employee organizational commitment and job satisfaction. We draw on the person-organization fit literature to specify a testable theoretical framework. Employing the GLOBE (Global Leadership and Organizational Behaviour Effectiveness) project methodology and using a sample of 638 employees, we found evidence that overall supports our main premise. The results of seemingly unrelated equations (SUR) analysis showed that in most cases, a high discrepancy between the ideal and the actual organizational caring culture leads to lower employee commitment and job satisfaction. The findings of this research emphasize the importance of the gap between the ideal and the actual organizational culture, most notably collectivism, in shaping individual’s behaviour in organizations. The theoretical and practical implications are discussed.
Effects of employee benefits on affective and continuance commitment during times of crisis
(2020) Galanaki, Eleanna
Purpose: Employee benefits represent a large proportion of operational costs in most sectors, but discussions of their outcomes have been inconclusive. This paper attempts to decipher the effects of employee benefits on organizational commitment in a changing and largely uncertain environment. Design/methodology/approach: 3 repeated large-scale surveys in Greece during the recent recession are used (2012, 2013 and 2015, total N=3498). Findings: A new taxonomy of employee benefits based on employees’ subjective utility evaluations is developed and applied. Availability of benefits and changes in the allocation policies of benefits are found to significantly but not powerfully influence organizational commitment. The setting in which this exchange is realized is critical for the relationships developed. Research limitations/implications: The study is conducted in a single country during the recession and trough phases of the business cycle and employee benefit allocation is measured with employee perceptions. Future research is called to couple present findings with international research at diverse phases of the business cycle and objective or company-provided measures of employee benefits. Practical implications: Employers are advised to draft long-term employee benefit strategies, avoid frequent adjustments and provide multiple types of employee benefits, to increase affective organizational commitment. Originality/value: This is the first time employee benefits are treated as a whole, and effects of their allocation and of changes in their allocation are explored at the employee level.
A hidden deterioration in equal pay achievements? the case of employee benefits during the Greek recession
(2020) Galanaki, Eleanna
Purpose: Employee benefits, a critical element of total employee rewards, are important for both employers and employees. This article explores the utility of employee benefits for male and female employees during the recent economic recession. In doing so, it intends to highlight an indirect deterioration of employment arrangements and equality in the workplace. Design/methodology/approach: The paper draws on the findings of three repeated large-scale surveys during the Greek crisis (2012–2015, total N = 3498) Findings: Employees report that the availability of employee benefits has decreased during the recession and that women find more utility in them than men do. Additionally, women seem to be affected more than men by decreases in employee benefits allocation.Research implications: The present findings support calls for contingent employee reward allocation. Practical implications: Employers wishing to sustain their competitive advantage by fostering inclusion and diversity and/or employers with a high female employee ratio are encouraged to consider increasing their employee benefits portfolio.Social implications: The recent economic crisis and the subsequent recession have brought about several potential negative effects, in terms of the employment conditions for women. Decreased employee benefits are a hidden negative effect of the recession for female employees and it presents multiple, potential and unforeseen consequences for gender diversity and inclusion. Originality/utility: Presumably, this is the first study to address non-monetary employee remuneration under the lens of gender pay differentials. It does so in a turbulent macroeconomic setting.
HRM and employee performance for an ageing workforce: a qualitative study
(Editions Benou, 2020) Pahos, Nikolaos; Galanaki, Eleanna
In this paper we explore the relationship between age, HRM practices and employee performance, employing a focus group analysis with 12 HRM academics and 16 interviews with HRM and top management practitioners. We find that the perspectives of academics and practitioners regarding the performance of mature employees and the implementation of age-based HRM practices agree to a large extent. The analysis of both the focus group and the interviews hinted that HRM practices impact on employee performance through mediating factors, and that age cannot be directly associated with employee performance. The results indicate that, despite the relevant calls for tailoring HRM practices to the age profiles of employees, concrete examples of such a tailoring are rare, both in theory and in practice. We discuss the results, theoretical contributions and practical implications in light of the challenges that managing an ageing workforce poses.
Human resource management, business performance, and innovation in small and medium enterprises: extended report of the HRMinSMEs study (2020-2023) in Greece and Cyprus and links to other research evidence
Deligianni, Ioanna; Galanaki, Eleanna; Ieorodiakonou, Christiana; Pahos, Nikolaos; Panayotopoulou, Leda; Papalexandris, Nancy; Voudouris, Irini; Zografou, Irene; HRM Laboratory of the Athens University of Economics and Business
The HRMinSMEs is a research project conceptualized in 2018, when the first application for funding was developed. It received approval from the Hellenic Foundation for Research and Innovation (HFRDI) in 2019 (project number 1683) and started being implemented at the HRM Laboratory of the Athens University of Economics and Business from 2020 to 2023.During its realization, it has been graciously supported by many constituencies, both organizations and individuals. First, we received generous funding from HFRDI and we were hosted by the Athens University of Economics and Business, in the HRM Lab. Second, we partnered with the University of Cyprus for the collection, analysis, and dissemination of the data gathered. Third, multiple organizations supported in numerous ways the project activities. With the fear of missing out some of them and to name only a few: the Greek Ministry of Development, the City of Athens, the Greek People Management Association, the Hellenic Confederation of Professionals, Craftsmen, and Merchants, and more than 200 firms that contributed time and knowledge and participated to the research by providing data.
Staffing practices and employee performance: the role of age
(2018) Pahos, Nikolaos; Galanaki, Eleanna; Athens University of Economics and Business, Department of Marketing and Communication
Purpose: Staffing is the tool that employers use to decrease information asymmetry when hiring employees. However, how its effectiveness evolves according to employee demographic characteristics, is under-researched. In this paper, we develop and test a model linking staffing practices, age and employee performance. Design/methodology/approach: Using a stratified sample of 1254 employees we hypothesize (i) main effects of staffing practices on employee performance, (ii) main effects of age on employee performance and (iii) moderating effects of age on the relationship between staffing practices and employee performance. Findings: The results show significant positive effects of staffing and age on employee performance and a negative moderation effect of age on the above relationship. Practical implications: The organizations are urged to invest in recruitment and selection practices and implement focused practices that appeal to an ageing workforce. Originality/value: The paper is the first to explore the topic of ageing workforce and the efficiency of staffing practices on employee performance in the context of Greece. We discuss the results, theoretical contributions, practical implications and future research directions under the light of the ageing workforce management challenge.