Ο Αθανάσιος Κουστέλιος είναι Kαθηγητής «Διοίκησης Ανθρώπινων Πόρων» στο Τμήμα Διοίκησης Επιχειρήσεων του Πανεπιστημίου Θεσσαλίας.
Έχει δημοσιεύσει περισσότερα από 120 άρθρα σε έγκυρα διεθνή και ελληνικά περιοδικά, ενώ έχει περισσότερες από 180 ανακοινώσεις σε συνέδρια στην Ελλάδα και στο εξωτερικό. Είναι μέλος ελληνικών και διεθνών επιστημονικών ενώσεων και κριτής ελληνικών και διεθνών επιστημονικών περιοδικών.
Διετέλεσε Αναπληρωτής Πρύτανη στο Παν. Θεσσαλίας την περίοδο 2013-2014, Πρόεδρος του Τ.Ε.Φ.Α.Α. του Παν. Θεσσαλίας την περίοδο 2004-2006 και Πρόεδρος της Ελληνικής Εταιρίας Διοίκησης Αθλητισμού (Ελλ.Ε.Δ.Α.) την περίοδο 2002-2004, ενώ ήταν Διευθυντής του Εργαστηρίου Οργάνωσης Διοίκησης Αθλητισμού & Αναψυχής του Τ.Ε.Φ.Α.Α. - Παν. Θεσσαλίας από το 2005-2019. Από το 2014 είναι μέλος του AdvisoryBoardofInstituteofCulturalDiplomacy (έδρα Βερολίνο).
Τα ερευνητικά του ενδιαφέροντα αφορούν θέματα οργανωσιακής συμπεριφοράς, διοίκησης ανθρώπινων πόρων και διοίκησης αθλητισμού.
The purpose of the current study was to examine the relation between motivation and job satisfaction among Greek bank employees. In particular, the study examined the possible positive relationship between the self-determined, independent forms of motivation and the factors of job satisfaction and the possible negative relationship between the non self-determined forms of motivation and the factors of job satisfaction. The research sample consisted of 172 bank employees. For the collection of the data, the Work Motivation Inventory – Greek version (WMI-G) was used. The inventory was created by Christodoulidis and Papaioannou (2002), based on the Work Motivation Inventory created by Blais, Briere, Lachance, Riddle and Vallerand (1993). It consists of 35 questions under the general question "What pushes you to do this job?" corresponding to five factors: "Intrinsic motivation" (12 issues), "Identified regulation" (4 issues), "Introjected regulation" (3 issues), "External Regulation" (6 issues), "Amotivation" (10 issues). The answers were given on a seven-point Likert-type scale (1 = not responds at all, 7 = corresponds exactly). The tool which was used for the measurement of job satisfaction was the Employee Satisfaction Inventory, ESI, created by Koustelios, 1991. It included Sdrolias-Belias-Koustelios-Golia-Koutiva-Thomos-Varsanis, 132-151 MIBES Transactions, Vol 8, 2014 133 24 questions, which measure six dimensions of job satisfaction: 1. Working conditions (5 questions), 2. Earnings (4 questions), 3. Promotions (3 questions), 4. Nature of work (4 questions), 5. Immediate superior (4 questions) and 6. The institution as a whole (4 questions). The research results indicate that the highest the motivation the highest the job satisfaction of employees. However, further investigation should be carried out in the Greek population, so that occupational phenomena like work motivation and job satisfaction are well studied and promoted.
Belias D., Koustelios A., Gkolia A.(2015). Leadership Style and Job Satisfaction of Greek Banking Institutions. International Journal of Management and Business Research (IJMBR). Vol. 5 , Issue. 3. Page No 237-248
The aim of the present study is to measure the levels of job satisfaction, role conflict and autonomy of employees in the Greek Banking Organization. In addition, the investigation of the relation between role conflict and the dimensions of job satisfaction is being attempted and the regulatory impact of autonomy in the aforementioned relationship is being analyzed. For the measurement of job satisfaction in the present study, the Employee Satisfaction Inventory-ESI (Koustelios, 1991; Koustelios & Bagiatis, 1997) was used. The inventory was created using Greek employees as a sample. It included 24 items which measure six dimensions of job satisfaction: 1. Working conditions, 2. Salary, 3. Promotions, 4. Work itself, 5. Immediate superior and 6. The organization as a whole For the measurement of role conflict, the Role Questionnaire (Rizzo, House, & Lirtzman, 1970) was used. The scale consisted of eight items. Finally, for the measurement of employees' autonomy a scale developed by Beehr (1976) was used. The scale consisted of four items. The results of the study confirmed previous findings, according to which role conflict is negatively correlated with job satisfaction. In addition, autonomy has a moderating role in the relation between role conflict and job satisfaction. Research findings like these should be taken into serious consideration by superiors and managers, so that job satisfaction among Greek bank employees is increased and promoted, leading to higher productivity and general well-being.
The purpose of this study is to investigate the relation between organizational culture and job satisfaction. In particular, the research hypothesis is that the type of organization culture in a specific institution is able to predict the levels of job satisfaction among employees. For the measurement of job satisfaction in the present study, the Employee Satisfaction Inventory-ESI (Koustelios, 1991; Koustelios & Bagiatis, 1997) was used. The inventory was created using Greek employees as a sample. It included 24 items , which measure six dimensions of job satisfaction. The assessment of organizational culture was performed with the Organizational Culture Assessment Instrument (OCAI) developed by Cameron and Quinn (2006). It included six questions (Dominant Characteristics, Organizational Leadership, Management of Employees, Organizational Glue, Strategic Emphases, Criteria of Success). Each question had four alternatives (A=Clan, B=Adhocracy, C=Market, D=Hierarchy). According to the results, there is a significant difference between all aspects of current and preferred organizational culture types among employees of Greek banking institutions. The majority of employees would prefer to work in a more friendly environment, where mutual trust and informal relationships among colleagues are dominant, personal ambitions are taken into consideration and teamwork is rewarded. Moreover, the present study showed that organizational culture can partially predict the levels of employees' job satisfaction. In particular, the adhocracy and the market type are more likely to make employees dissatisfied with their salary, while the opposite happens with the hierarchy type. Nevertheless, further investigation is needed, so that Greek bank employees' job satisfaction is being well studied and promoted.
ABSTRACT: The main aim of this study is to examine the effect of principals’ transformational leadership on teachers’ self-efficacy across 77 different Greek elementary and secondary schools based on a centralized education system. For the investigation of the above effect multilevel Structural Equation Modelling analysis was conducted, recognizing the nested nature of the data (teachers withing schools). It was using the approach of Muthén and the software package MPlus. For the purpose of this study, psychometric properties of the Principal Leadership Questionnaire (PLQ) and The Teachers’ Sense of Efficacy Scale (TSES) were examined using structural equation modelling techniques. The results revealed that general factor representing the items of PLQ have an effect upon TSES constructs (efficacy in student engagement, and efficacy in instructional strategies). The originality and value of the current manuscript highlights the stability of the effect of transformational leadership and self-efficacy in a centralized educational system and the importance of the application of different transformational leadership behaviours concerning the enhancement of teacher’s self-efficacy. Conclusions on the implications, suggestions for future research and limitations of the findings are drawn.
Purpose This study aimed to investigate the relationship between elementary and secondary teachers’ background characteristics and constructs of self-efficacy, using the Teachers’ Sense of Efficacy Scale – TSES, during a difficult economic period for Greece and other European countries. Design/methodology/approach Equation modeling techniques were used to examine the construct validity of Greek version of TSES and secondly to examine teachers’ self-efficacy profile in primary and secondary schools during a difficult economic period for Greece and other European countries. Findings The findings of the study, using the equation modeling techniques, revealed that a multidimensional first-order 3-factor model fits well to the data Using multiple-group analysis, the results of the study indicate that background characteristics, such as teachers’ gender, teaching experience, educational level (elementary and secondary level) and age affect their self-efficacy factors (efficacy in student engagement, efficacy in instructional strategies and efficacy in classroom management). Research limitations/implications The data of the specific analysis is based on centralized education systems during a difficult economic period. For improvement, future research using longitudinal approaches may give further important factors across different academic years and across the same individuals. Further research is also required in order to investigate the relationship between self-efficacy and students’ achievement. Originality/value The originality and value of the current manuscript highlights the confirmation and the interpretation of latent factors measuring elementary and secondary school teachers’ self-efficacy (TSES) based on a centralized educational system.