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High performance work systems for an ageing workforce
(2020) Πάχος, Νικόλαος; Pahos, Nikolaos; Athens University of Economics and Business, Department of Marketing and Communication; Βάκολα, Μαρία; Νικάνδρου, Ειρήνη; Νικολάου, Ιωάννης; Παπαλεξανδρής, Αλέξανδρος; Παναγιωτοπούλου, Λήδα; Χυτήρης, Λεωνίδας; Γαλανάκη, Ελεάννα
Η παρούσα διατριβή εξετάζει τη σχέση ανάμεσα στα Εργασιακά Συστήματα Υψηλής Απόδοσης (HPWS) και την απόδοση σε ατομικό και ομαδικό επίπεδο, καθώς και την εφαρμογή πρακτικών βασισμένων στην ηλικία στην Ελλάδα. Τα αποτελέσματα δείχνουν ότι τα HPWS συνδέονται με την απόδοση μέσω της συναισθηματικής αφοσίωσης και του ανθρώπινου κεφαλαίου. Επιπλέον, οι ηλικιωμένοι εργαζόμενοι αποδίδουν καλύτερα από τους νεότερους σε συγκεκριμένους ρόλους της απόδοσης και η ηλικία ρυθμίζει αρνητικά τη σχέση ανάμεσα στα HPWS και συγκεκριμένους ρόλους της απόδοσης. Επιπλέον, σε επίπεδο ομίλου, οι ηλικιακά διαφορετικές ομάδες παρουσιάζουν καλύτερες επιδόσεις από τις ομογενείς ομάδες. Τέλος, υπάρχει έλλειψη ενημέρωσης σχετικά με την εφαρμογή των πρακτικών που βασίζονται στην ηλικία, στην Ελλάδα.
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.