Λάμπρος Σδρόλιας

Κτίριο: Διοίκησης  Επιχειρήσεων


Email: lsdrolias@uth.gr

Τηλέφωνο: 2410-684586


Ο Δρ. Λάμπρος Σδρόλιας είναι Καθηγητής του Τμήματος Διοίκησης Επιχειρήσεων του Πανεπιστημίου Θεσσαλίας, με γνωστικό αντικείμενο “Συστήματα Επιχειρηματικών Διαδικασιών και Λειτουργιών ”. Είναι Πτυχιούχος του Τμήματος Οργάνωσης και Διοίκησης Επιχειρήσεων, της Σχολής των Οικονομικών και Κοινωνικών Επιστημών του Πανεπιστημίου Μακεδονίας στη Θεσσαλονίκη και Διδάκτορας των Οικονομικών και Κοινωνικών Επιστημών του Johannes Kepler Universität, Linz-Austria. Διαθέτει πολυετή και αξιόλογη Επαγγελματική Εμπειρία στον Ιδιωτικό και Δημόσιο Τομέα, ενώ υπήρξε για αρκετά έτη Αναπληρωτής Προϊστάμενος και Προϊστάμενος διαφόρων Τμημάτων του Τ.Ε.Ι Θεσσαλίας. Την περίοδο 2016-2017 διετέλεσε εκλεγμένο μέλος του Συμβουλίου του Τ.Ε.Ι Θεσσαλίας και την περίοδο 2017-2018 Αντιπρύτανης του ίδιου Ιδρύματος. Το Ερευνητικό του Έργο αποτελείται από 12 μελέτες. Έχει γράψει 3 Βιβλία, συμμετείχε σε 26 Μονογραφίες σε Συλλογικούς Τόμους. Έχει δημοσιεύσει 65 Επιστημονικά Άρθρα σε Διεθνή και Εθνικά Περιοδικά με το σύστημα κριτών (τυφλής αξιολόγησης), ενώ εμφανίζει 72 Συμμετοχές σε Εθνικά και Διεθνή Συνέδρια. Μάλιστα το Ερευνητικό και Συγγραφικό του Έργο είναι διεθνώς αναγνωρισμένο αφού καταγράφει 468 Ετεροαναφορές. Αποτέλεσε δε ή αποτελεί ενεργό μέλος Επιστημονικών Ομάδων (Advisory Board) ή Αξιολογητής Εργασιών (Reviewer) σε 13 Διεθνή Επιστημονικά Περιοδικά και σε 11 Διεθνή Συνέδρια.

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Belias D., Koustelios A., Varsanis K., Kyriakou D., Sdrolias L. (2015). Personal characteristics and organizational culture of Greek banking employees. 4rd International Conference on Strategic Innovative Marketing, Mykonos Greece, 24 - 27 September 2015.

The purpose of the study is to examine the Greek bank employees attitudes about the present organizational culture of the bank where they work and about their desired organizational cultures after five years. The sample consisted of 252 (51.7%) males and 235 (48.3%) females of different bank organizations. The results of the present study suggest that bank employees think present organizational culture as controlling while at the same time they would prefer more clan and adaptive types of culture in the organization. Also, ANOVA analysis has shown that in terms of the attitudes about the present organizational culture only the variable of years of general experience as bank employees affect their attitudes, with employees with 1-10 year sof experience grading the present culture as more hi-erarchical and less adaptive and participative. As far as desired organizational cultures are concerned men and women state different preferences, administrators would like it to be more hierarchical and new employees would like it more to promote participation and adaptation to the external environment and less orientated to the market.

Kyriakou D., Sdrolias L. Aspridis G., Koustelios A., Blanas N., Belias D. (2015). Domestic Tourism: Is this a chance for regional development of Thessaly under financial crisis? 1st International Conference of Development and Economy Kalamata Peloponnese Greece 2-4/10/2015

During the last two decades tourism in Greece has become a mass industry concentrated in the island areas. Although they were not part of the more developed regions of the country, tourism in its current structure contributes to the strengthening of interregional disparities in Greece. In addition, in the centers of mass tourism socio -economical unsustainable mend and supply structures evolved. Simultaneously, a question was raised whether the domestic tourism market can increase, and can it offer a socio - economic alternative to the further expansion of international mass tourism. Thus, the so far little developed Center and Northern Greece, with an abundance of historical sites and natural highlights, can offer new destinations for domestic travelers while contributing to a sustainable development of these regions. As a precondition a national domestic tourism policy, stable prices and a strong promotion of the new destinations are essential in these turbulent economic times.

Kyriakou D., Sdrolias L. Koustelios A., Blanas N., Belias D. (2015). Destination Re-Branding Through Experiential Tourism: An Alternative Solution For Greek Tourism?. International Scientific Conference eRA – 10, Piraeus, Greece, 23- 25 September 2015.

In today’s global, informational economy of rapid change, opportunities and threats arise equally for tourism organisations as well as tourism destinations. Unexploited Emerging Consumer Markets (ECM’s) on the one hand, and fragmented, dominated markets in the western world on the other call for a more than ever need for competent and effective management and strategy. ‘As tourism destinations become more substitutable due to increasing competition in global tourism markets, destination personality is seen as a viable metaphor for building destination brands and crafting a unique identity for tourism places’ (Caprara, Barbaranelli, and Guido 2001). Following this latter, the purpose of this study is firstly to identify and clarify how Greece's destination personality and branding is perceived by respondents who have visited the country as well as by those who have not and secondly to analyse the relationship between tourists intention to recommend due to the experiences offered to them during their stay. The contribution of the study hopefully will provide nutrition to improve the marketing strategy of the destinations and to provide data for further research regarding the perception of destination personality both on the pre-purchase and post- consumption phase. Keywords: Destination Branding, Brand Personality, Tourism Planning, Experiential Tourism, Consumer Behavior JEL: M31, L83


22. Sdrolias L., Gkountroumpi E., Koffas S., ŠkodováParmová D., Aspridis G., Rolinek L,. Dvořáková-Líšková Z., Belias D. (2016). THE EVALUATION OF THE UNDERGRADUATE STUDIES PROGRAM AND THE EDUCATIONAL PROCESS IN HEIS OPERATING IN UNCERTAINTY CONDITIONS: THE CASE OF THE DEPARTMENT OF BUSINESS ADMINISTRATION OF THE TECHNOLOGICAL EDUCATIONAL INSTITUTE (T.E.I) OF THESSALY-GREECE. Proceedings of the 3 rd International Conference on Advances in Education and Social Sciences-ADVED'16, Istanbul, Turkey, 08-10 February , pp. 712 – 725 ABSTRACT: The Greek Higher Educational Institutes (HEIs) constitute great bureaucratic organizations that display a series of peculiar functional and production features, as for example close dependence upon the given at times governmental power, geographically scattered branches, fragmentation of similar departments,absence and incoherence of the cognitive fields of several departments with the real needs and the available comparative advantages of the geographical areas in which they operate, established and completely oldfashioned production and transmission of knowledge and skills which bear only a very small relation to the contemporary entrepreneurship, innovation, and the job market in general. Thus, lately, under the burden of the country’s tragic economic situation and the demands on the part of the Troika for the reduction of the cost of education, as well as of the newly-shaped international educational conditions, there has been attempted a systematic restructuring of the Greek HEIs, on the basis of the application of a specific governmental plan, known under the name of “Athena Plan”. Unfortunately however, the pursuit of this plan for a quicker and more effective fulfillment of the role of Greek Tertiary Education seems to be fruitless, since a series of serious or even unsurpassed problems come up, as for instance the inadequate function of the Institutions due to the significant reduction in state funding, insufficient transmission of knowledge and skills because of the forced transformation of laboratory courses into theoretical subjects, severe cutbacks in the fees of the educational and administrative staff, purposeful delays in the academic development of the educational staff, etc. Within the turmoil of these conditions and of the continuous insecurity, the Human Resources of these Institutions make conscientious efforts towards the direction of meeting the multiple educational needs. Of course, main judge of these efforts ought to be the young students themselves. Therefore, in the present paper a thorough theoretical and research evaluative approach of the students’ views concerning the current academic role and the general contribution of the Greek HEIs, is attempted. In fact, the case study will focus on the Department of Business Administration, of the school of Business and Economics of the Technological Educational Institute (T.E.I) of Thessaly.

3. Belias D., Koustelios A., Koutiva M., Sdolias L., Kakkos., Varsanis K. (2014). JOB SATISFACTION AND DEMOFRAPHIC CHARACTERISTICSGREEK BANK EMPLOYEES. International Conference of Hellenic Open Business Administration -HOBA 2014, 8-9 March 2014

The present investigation aims to study the feelings of job satisfaction experienced by bank employees in Greece. In addition, it is studied how much the above feelings are affected by several demographic factors, like gender, age, educational level, years of experience in the specific institution, total years of experience and position held in the specific institution. The method which was preferred in the frame of the study was the quantitative research method. The tool which was used for the measurement of job satisfaction was the Employee Satisfaction Inventory, ESI, created by Koustelios, 1991. It included 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) (total Chronbach's α = 0.75). The responses were given in a five-level Likert scale: 1 = I strongly disagree, 5 = I strongly agree. The sample of the present study consisted of 230 employees of Greek banks and credit institutions. The results of the study showed that the feelings of job satisfaction experienced by Greek bank employees occur in quite high levels. Furthermore, it was found that job satisfaction is affected by several demographic characteristics, like age, gender, educational level and position held by the employee. However, further investigation should be carried out in the Greek population, so that the phenomenon of job satisfaction is well studied and promoted.

Belias D., Koustelios A., Zournatzi E., Koutiva M., Sdolias L., Barbi I. (2013). JOB SATISFACTION AND JOB BURNOUT OF COACHES – A REVIEW OF THE INTERNATIONAL LITARATURE. International Journal of Human Resource Management and Research. Volume – Issue 3-3. Page No 27-38.

This paper aims at examining the issues of job satisfaction and job burnout in coaches of various sports. Through the review of the literature review, it is indicated that job satisfaction is related among others to salary, organisational commitment, organisational support, life satisfaction, and work-life conflict. Job burnout is strongly related on the one hand to chronic stress and on the other on the persistent imbalance between demands and coping resources. Overall the review of the international bibliography indicates the need of coaches to support and educational programs for coping with stress, and acquiring skills related to communication, conflict resolution, negotiation. In addition, managers of the teams and the sports organisations and association should take into account motivation methods, and techniques of enhancing the organisational support and organisational commitment of coaches.