Human Resourse Management

This study examined how job main dimensions associated with the governmental agencies staffs' burnout. The Pearson correlation and the Multiple Regression employed to analyze the collected data from 241 governmental agency employees in Iran. Two sets of questionnaires, Job Main Dimensions and Maslach Burnout Inventory, helped gathering the data related to job main dimensions and employee burnout. The findings indicated that the five job main dimensions negatively associate with employees' burnout. In addition, the outcome of the Multiple Regression analysis indicated that skill variety has the most powerful impact in anticipating of job burnout. This can be argued that managers should attention improving the job dimensions in order to reduce the employee burnout. The findings suggest the decision maker considering the employee's knowledge and skills and the need for the intensity of promoting.

The 2008 global financial crisis is described as the deepest the world has experienced since the stock market crash in 1930s. This has led to a liquidity shortfall and solvency problems for most banking systems across the globe (Otero-Iglesias 2015; Soriano 2011). The crisis has mostly been concentrated on the financial systems of US and Europe, and although it did not affect all EU countries with the same intensity, its aftermaths were almost identical to all EU member states, including Greece (EC 2012). Precisely for the Greek case, due to the unprecedented Greek debt crisis and the subsequent recession, the domestic economy has been struggling against bankruptcy. In response to the political pressures from the International Monetary Fund, the European Commission and the European Central Bank, the Greek banking sector underwent a momentous structural transformation through tremendous business amalgamations, the rationalisation of most banks’ branch network, and extensive retrenchment implementations, all of which radically changed the domestic banking landscape.

This paper examines the impact of employees work-related attitudes (namely their organisational commitment, job satisfaction and psychological contract breach) on their Exit, Voice, Loyalty, Neglect (EVLN) behavioural responses towards the organisational changes introduced in the Greek banking sector. By developing greater understanding of the issues relating to employees’ engagement in relation to their attitudes and behaviours, the paper enhances our understanding on human behaviour within organisations operating under business and economic uncertainty and complexity. As to that, to serve its purpose, the study aims at addressing the following research question: What is the impact of work-related attitudes on employees’ EVLN behavioural responses?

The paper adopts the positivism paradigm through a quantitative approach. A questionnaire survey distributed to 1,500 employees in Greek banks. Data collected from a sample of 1,259 responses returned 84% response rate, and data analysed by carrying out Structural Equation Modelling (SEM) using the AMOS statistical software. Contrary to prior research examinining the process of planning and implementating organisational change at organisational levels (Armenakis and Bedeian 1999; Weick and Quinn 1999), this study follows a more anthropocentric approach by focusing at a micro-level (individuals) within organisations to examine their attitudes, behaviours and cognitions (Vakola 2013; Oreg et al. 2011; Armenakis et al. 2007; Cunningham 2006; Rafferty and Griffin 2006;). The significance of understanding individuals’ attitudes towards organisational change is of great importance as their responses are determined by the extent to which they embrace organisational change, and therefore their behaviours could determine its smooth and successful implementation.

The purpose of this paper is to investigate the conditions of the work force in financial institutions, i.e. banks in the country. The focus of attention is focused on the training of employees as a key factor in achieving the high performance and employee development, and thus higher wages. This means that certain banks are supporting the payment of short-term bonuses and premiums, and the others, valuing proportional growth in wages over time, based on a fair evaluation of the development of each bank employee.

This chapter introduces a research-based conceptual framework for the study of inner psychosocial reality of business enterprises. It is called the Inner Organizational Ecosystem Approach (IOEA). This model is systemic in nature and it defines the basic features of small and medium-size enterprises, such as elements, structures, borders, social actors, organizational climate, processes, and resources. Further, it also covers the dynamics of psychosocial reality, processes, emergent qualities, and higher-order subsystems of the overall organizational ecosystem, including the global business environment, which is understood as a macro-system where all the individual organizational ecosystems co-exist. In the applied part of the chapter, cognitive changes emerging within systemic leadership training are defined. Participation in systemic training causes changes in cognitive processing of reality, more specifically improvements in layer-based framing, relativistic contextual orientation, temporality drift, and meaning generation. All these changes are components of systemic mind, what is the concept newly proposed and defined by the present study. The systemic mind is a living matrix that is extremely open to acquiring new skills, new patterns of thinking, analyzing and meaning generation. It is processual and it can be considered as an ongoing process of continuous absorption of new cognitive patterns. Both, the Inner Organizational Ecosystem Approach and the concept of systemic mind provide new theoretical background for empirical investigation in the fields of systemic and systems psychology, complexity psychology, organizational psychology, economic anthropology, and social anthropology of work.