Πλοήγηση ανά Επιβλέπων "Nikandrou, Irene"

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Organizational virtuousness: examining its antecedents and its consequences through the lens of social exchange theory
(30-06-2016) Tsachouridi, Irene; Athens University of Economics and Business, Department of Marketing and Communication; Apospori, Eleni; Galanaki, Eleanna; Kokkinaki, Flora; Kyriakidou, Olivia; Panagiotopoulou, Leda; Papalexandri, Nancy; Nikandrou, Irene
This dissertation contributes to the investigation of Organizational Virtuousness, which is a concept of Positive Organizational Scholarship. More specifically, it examines a) the antecedents of organizational virtuousness’ perceptions, b) the effects of organizational virtuousness’ perceptions on employee outcomes, c) the explanatory factors of these effects, as well as d) the interplay between organizational virtuousness’ perceptions and employee exchange-based processes. To explore these issues this dissertation employed a preliminary qualitative study, as well as two field studies in which 250 and 354 employees took part. First of all, this dissertation introduces readers into its main concepts and research objectives. It also provides an analytical theoretical framework regarding the concepts of virtue and organizational virtuousness. Then, it analytically presents the rationale and premises of Social Exchange Theory, which is the theoretical framework employed. After analytically presenting its theoretical framework and integrating Social Exchange Theory into organizational virtuousness’ perceptions, this dissertation presents the qualitative study conducted and its main findings. Then, it analytically presents the Hypotheses of the first field study, while it also analytically presents the results of Hypotheses testing. The results of the first field study are summarized. Similarly to the first field study, this dissertation analytically presents the second field study and its findings.Last, this dissertation discusses its general findings and analytically explains its contribution to the field. Moreover, it discusses the limitations of its findings and makes suggestions for future research. It also discusses its practical implications and presents its conclusions.
The characteristic of team innovation in modern working environments: model of development and implementation
(28-04-2021) Kourousias, Marios; Κουρούσιας, Μάριος; Athens University of Economics and Business, Department of Management Science and Technology; Nikandrou, Irene
The purpose of the present dissertation is to provide unique and interesting insights regarding thecharacteristic of innovation within the teams and the different ways companies may develop it. A seriesof variables, such as team knowledge sharing, team psychological safety, team inclusion and perceivedsupervisor support are being taken into consideration in order to construct our team-based, innovationdriven model with two (2) patterns of mediation effect. For the results analysis and extraction, we haveconducted a quantitative research, using two hundred and eight (208) questionnaires that have beendeveloped and distributed digitally to employees that work within a team and in which the role of thesupervisor is distinct. As far as the results of the research are concerned, we have found out that teaminnovation is positively related with team knowledge sharing, team knowledge sharing is positivelyrelated with team psychological support, team psychological support is positively related both with teaminclusion and perceived supervisor support, and finally team knowledge sharing is positively relatedboth with team inclusion and perceived supervisor support. In addition, we focus on two (2) mediationmodels, in which team psychological safety is the mediator. In both cases the mediation effect is highlysupported with a series of high-skilled statistics. Moreover, we provide concrete, theoretical, andpractical implications that HR units may adopt in modern working environments in order to increase thelevels of innovation within the teams, provide long-term, sustainable, competitive advantages andincrease their market shares. Limitations of the present research are being shown. Concluding, theaforementioned results evidently are set to create new pathways for the future research regarding teamsand team processes and enlightening the complex nature of mediating effects within the structure of theteam.