Search

Despite the unfavourable labour market and work environment conditions that have emerged in the last decade, this study identifies the factors that positively influence employee motivation. The study was conducted in Greece's banking sector, which was at the epicentre of the economic crisis. A new research model is proposed exploring the relationships between employee motivating factors, employee performance and organizational effectiveness. This model is empirically tested using structural equation modelling on data from 328 bank employees. The results are controversial, showing that non‐financial incentives motivate Greek bank employees most, emphasizing their need to stay in their jobs. Highly motivated workers may boost corporate effectiveness by improving employee performance. Even though this study found that non‐financial incentives motivate employees most, management should not overlook financial and job‐related reward programmes. Managers must provide financial compensation, job security, and supportive leadership to reduce employee dissatisfaction and keep employees motivated. Managers should view recognition as an essential component of motivation because it contributes to the creation of an environment that is both productive and efficient for the organization. The conclusions drawn from studying Greece's 10‐year‐long economic crisis are significant because many other countries around the world are experiencing (or may experience) a similar crisis. [ABSTRACT FROM AUTHOR]

Remote-working arrangements could serve as an indirect traffic management control measure and can potentially be used as mitigative factors towards the improvement of urban air quality and against climate change. Primary data were collected using a structured questionnaire which included questions related to environmental health parameters, such as energy and water consumption, greenhouse gas vehicle emissions, and waste management. Structural Equation Modeling has been used for analysing the data and testing the initial hypotheses. The results suggest that modern firms are interested in improving their environmental performance, but they have knowledge gaps related to crucial environmental health parameters. Moreover, their environmental awareness affects employees’ electricity consumption and waste separation. There is also evidence that employees behave in a more sustainable way while being at their home. Even though this study finds evidence associating firms’ environmental profile with remote-working arrangements, no linkage between teleworking and energy saving was identified. [ABSTRACT FROM AUTHOR]

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.

Purpose: The purpose of the paper is to highlight the training factors that mostly affect trainees' perception of learning and training usefulness. Design/methodology/approach: A new research model is proposed exploring the relationships between a trainer's performance, training programme components, outcomes of the learning process and training usefulness. The validity of this model is tested empirically adopting the structural equation modelling approach, using data from 126 employees who have participated in different training programmes. Findings: All the factors that constitute a training programme (trainer performance, training environment and training goals, content, material, process) have been found to affect both learning outcomes and training usefulness. Research limitations/implications: The long-term results of a training programme are not examined. Practical implications: Although all the aspects and components of the training programmes should be carefully considered by the training programme designer, training process and trainer performance have the strongest direct and indirect effect (respectively), on both learning outcomes and training usefulness. Originality/value: In this study, all the factors that constitute a training programme are incorporated in a single model using data from small and medium-sized enterprises. Overall, the final model can explain 39 and 60 percent of the variance in learning and training usefulness, respectively. (Contains 5 tables and 2 figures.)

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. (Contains 6 tables and 2 figures.)