https://sphere.acg.edu/jspui/handle/123456789/2315 Sat, 18 Apr 2026 10:24:54 GMT 2026-04-18T10:24:54Z https://sphere.acg.edu/jspui/handle/123456789/2519 Title: Tossing the coin on meritocracy: A qualitative study on Greek women in organizations Authors: Vrynios, Apostolos Abstract: The present study aimed to explore the experiences and perceptions of women in Greece with the concept of “merit” and “meritocracy” in an organizational context and the attributions of women on the concept of meritocracy and the inherent contradictions in their attributions, utilizing thematic analysis to uncover patterns in their perceptions and experiences. A theoretical framework was provided to support evidence in the results. Furthermore, 17 women participated in the study and the data collection tool was a semi-structured interview. Four key themes have emerged for the data collected: (1) Meritocracy, (2) Blocking Blocks of Success, (3) Success Factors – Formula and (4) Paradoxes of Meritocracy. The results were found significant and were supported by the literature and the theoretical framework analyzed. Limitations and future research was provided. Wed, 29 Oct 2025 00:00:00 GMT https://sphere.acg.edu/jspui/handle/123456789/2519 2025-10-29T00:00:00Z https://sphere.acg.edu/jspui/handle/123456789/2515 Title: Human vs. machine: An empirical study of him professionals' perceptions of bias and fairness issues in AI-driven evaluations Authors: Barrett, Ioannis Abstract: Recent studies suggest that while Artificial Intelligence (AI) can enhance structure and efficiency in performance management, human biases embedded in AI systems can have pernicious effects on the process. However, a perceptible gap remains in understanding the interplay between attitudes toward AI-based decision-making and the effects of algorithmic biases on performance management and other key Human Resource Management (HRM) functions. To this end, the present study aimed to investigate issues of bias and fairness in performance evaluations. Fifty HRM professionals evaluated a biased promotion recommendation made by either an AI or a human agent, rating its rationality, objectivity, and fairness to gauge their implicit attitudes toward AI in promotion decisions. A questionnaire was also employed to examine the relationship between their implicit and explicit attitudes regarding AI’s perceived superiority in these qualities. As hypothesized, findings revealed that participants in the AI condition showed a significantly greater implicit endorsement of the biased recommendation, with implicit favoring of AI also predicting its explicit endorsement as superior in promotion contexts. These findings contribute to the existing literature by elucidating potential biases and discrimination arising from algorithmic decision-making in relation to perceptions and attitudes toward it in HRM. Theoretical and practical implications, along with recommendations for future research, are discussed. Fri, 01 Nov 2024 00:00:00 GMT https://sphere.acg.edu/jspui/handle/123456789/2515 2024-11-01T00:00:00Z https://sphere.acg.edu/jspui/handle/123456789/2514 Title: Mental health issues in the workplace: A contact intervention for the reduction of stigma at work Authors: Pavlaki, Nefeli Abstract: One of the biggest priorities of organizations nowadays is to create an inclusive environment for all employees. The purpose of this study is to explore the role of contact in behavioral intention and attitudes towards employees with mental health issues and identify the role of empathy and self-confidence in these associations. In the current project, there were three conditions (a. roleplay combined with induction of empathy and self-confidence, b. a plain role-play and c. a personal story). It was hypothesized that the conditions that included role-play (contact) would have significantly higher scores in the dependent variables. Also, empathy was expected that it would be correlated with contact, behavioral intention and attitude and then it would mediate the relationship between contact and the two dependent variables. Furthermore, self-confidence is being examined on the role of the moderator between contact and the dependent variables. In the Method, all the important information for the intervention is presented. The analysis disconfirmed the first hypothesis, with the third condition having only significant differences with the first condition regarding behavioral intention scores only. Also, regarding the second hypothesis, the only significant correlation was empathy with behavioral intention, which led to the fact that there was no significant mediation of empathy to the relationship between contact and the dependent variables. As for the moderator effect, significant results were found, with self-confidence moderating the relationship between contact and behavioral intention. For the relationship between contact and attitude, there were no significant results, but they were almost marginal. In the discussion section, an explanation of the results, further research, limitations, strengths and implications are presented. Fri, 26 Jul 2024 00:00:00 GMT https://sphere.acg.edu/jspui/handle/123456789/2514 2024-07-26T00:00:00Z https://sphere.acg.edu/jspui/handle/123456789/2318 Title: The relationship between inclusive leadership and employee creativity mediated by employee job crafting and moderated by mental toughness Authors: Boumpouri, Myrto Abstract: The objective of the current study was to examine the relationship between employee creativity (EC) in the workplace and inclusive leadership (IL), with the mediating role of job crafting towards strengths and interests (JC), with a moderating effect of mental toughness (MT). An online questionnaire was distributed via social media and online applications, and a sample of ninety-six (N= 96) participants was collected. One linear regression was conducted to measure the association of IL and EC. One mediation analysis was conducted for JC and one moderated mediation analysis was conducted to examine the degree to which MT moderated IL and JC towards strengths and interests. Results of the study indicated that JC mediated the relationship of IL and EC, however IL was not significantly associated with EC and MT did not significantly moderate the mediated relationship by JC between IL and EC. Sat, 01 Jul 2023 00:00:00 GMT https://sphere.acg.edu/jspui/handle/123456789/2318 2023-07-01T00:00:00Z