Anastasios D. Diamantidis

Bio: Anastasios D. Diamantidis is an academic researcher from Democritus University of Thrace. The author has contributed to research in topics: Job performance & Technology acceptance model. The author has an hindex of 12, co-authored 16 publications receiving 450 citations.

Factors affecting employee performance: an empirical approach

Abstract: Nowadays, the phenomenon of increased competition between firms and their need to respond effectively to rapidly changing operational conditions, as well as to personnel requirements, has escalated the necessity to identify those factors that affect employee performance (EP). The purpose of this paper is to examine the interrelations between firm/environment-related factors (training culture, management support, environmental dynamism and organizational climate), job-related factors (job environment, job autonomy, job communication) and employee-related factors (intrinsic motivation, skill flexibility, skill level, proactivity, adaptability, commitment) and their impact on EP.,A new research model that examines the relationships between these factors and EP is proposed utilizing the structural equation modeling approach.,The results indicate that job environment and management support have the strongest impacts (direct and indirect) on job performance, while adaptability and intrinsic motivation directly affect job performance.,A potential limitation of this research is that it is not focused only on one business sector (i.e. the sample is heterogeneous).,In this study, firm/environmental-related factors, job-related factors, employee-related factors and EP are incorporated in a single model using data from small- and medium-sized enterprises. Overall, the final model can explain 27 percent of EP variance (first-level analysis) and 42 percent of EP variance (second-level analysis).

Investigating Greek employees' intention to use web-based training

Abstract: In the last few decades, the implementation of information technology has given rise to several organizational training needs that have to be satisfied, in order to empower organizational IT performance. The users of new technologies have to be trained quickly and efficiently, and since they are usually distributed to different remote locations, web-based training is the preferred, and sometimes the only, process for employee training. This study deals with the prognosis of employees' intention to use a web-based training process, by extending the technology acceptance model using some other related factors, such as learning goal orientation, management support, enjoyment, self-efficacy and computer anxiety. Two hundred and eighty seven employees participated in this study to test the validity of the research model. The findings of the structural equation modeling indicate that enjoyment, perceived usefulness and perceived ease of use directly affect employees' intention to use web-based training, while learning goal orientation has the strongest indirect impact on employees' intention. Finally, three new causal relations are proposed for further research.

Aligning IT, strategic orientation and organizational structure

Abstract: Purpose – The purpose of the paper is to examine and analyze the alignment between (information technology) IT, strategic orientation (SO) and organizational structure (OS) and their impact on firm performance (FP).Design/methodology/approach – A theoretical framework is proposed regarding the constructs of IT, SO and OS. A model incorporating these three constructs is examined and their impact on FP is assessed using structural equation modeling (SEM). The sample data from 295 firms were obtained through structured questionnaires.Findings – The results of the SEM support the hypothesis that the alignment between IT, SO and OS significantly affects FP.Research limitations/implications – Non‐financial and intangible performance measurements are not included and the sample is not homogeneous.Practical implications – This study suggests that managers should choose the appropriate level and type of IT, depending on a firm's structure and SO, in order to benefit from the advantages of IT usage and achieve high...

Employee post‐training behaviour and performance: evaluating the results of the training process

Abstract: Despite the fact that firms invest in training, there is considerable evidence to show that training programmes often fail to achieve the intended result of improving worker and organization performance. The purpose of this paper is to examine the medium- to long-term effects of training programmes on firms by means of an integrated research model combining the principal factors that the existing literature has shown to be related to training transfer and also by examining the relationship between training transfer and operational performance. The transfer factors chosen are training design, trainee self-efficacy and work environment. The validity of this model is tested by applying the structural equation modelling approach to data from 126 employees who have participated in various training programmes in a number of Greek organizations. The results indicate that the design of a training programme has the strongest impact on post-training job performance, along with trainees' self-efficacy and post-training behaviour.

An investigation of social entrepreneurial intentions formation among South-East European postgraduate students

Abstract: Purpose The purpose of this paper is to investigate the formation of social entrepreneurial intentions (SEIs) in postgraduate students in the South-East European region. Design/methodology/approach A quantitative approach (self-administered online questionnaire) is used to gather data. The total number of the questionnaires that were collected and analyzed through SPSS statistical suite was 115 from which 111 were valid. Findings From the proposed five hypotheses set in the literature, only the personality trait theory was totally rejected because it failed to predict social and commercial entrepreneurial intentions (EIs). The remaining hypotheses were found to be valid. The study’s key finding is that the chosen theory (Ajzen’s theory of planned behavior (TPB)), is able to predict both kinds of intentions. An alarming key finding is that tensions in mission focus seem to be present in the early shaped intentions of potential social entrepreneurs. Research limitations/implications Research findings impose that major educational and policy efforts are needed to promote the theme of social entrepreneurship (SE). The results indicate that most of the postgraduates have not yet fully understood the mindset of SE as they were confused about the synergy of the goals (inherent in their social vs profit intentions). Originality/value This research contributes in three major ways to the literature. First, it shows that SEIs seem to be shaped similarly to EIs; determined mostly by two of the motivational factors of the TPB (personal attitude and perceived behavioral control). Second, it shows which factors seem to affect both constructs and third, it adds to the literature by showing that tensions in mission focus are evident early on in the intentions’ formation process, underlying the necessity of immediate educational and legislative precautions.

国际刊物《Scientometrics》文献计量研究

Abstract: 本文对国际科学计量学杂志《Ｓｃｉｅｎｔｏｍｅｔｒｉｃｓ》１９７９－１９９１年的研究论文内容、栏目、作者及国别和编委及国别作了计量分析，揭示出科学计量学研究的重点、活动的中心及发展趋势，说明了学科带头人在发展科学计量学这门新兴学科中的作用。

Toward a Unifying Framework for Exploring Fit and Flexibility in Strategic Human Resource Management

Abstract: This paper presents a framework for studying the concepts of fit and flexibility in the field of Strategic Human Resource Management (Strategic HRM) focusing on HRM practices, employee skills, and employee behaviors and reviews past conceptual and empirical work within that framework. A model of Strategic HRM is presented and this model is used to explore the concepts of fit and flexibility as they apply to Strategic HRM. The concepts of resource and coordination flexibility are applied to Strategic HRM, and the implications of the framework for both the practice of and research on Strategic HRM are discussed.

Strategy and human resource management

Abstract: This book provides an excellent and elegant analysis of the field of human resource management. While the title implies that it is only about the relationship of human resource management to organi...

Multiple Comparisons: Theory and Methods

Abstract: (1997). Multiple Comparisons: Theory and Methods. Journal of Quality Technology: Vol. 29, No. 3, pp. 359-359.