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To propose the use of indirect survey protocols, in general and the item count technique (ICT), in particular, that ensure participant anonymity in organizations to explore the effect of employee perceived abusive supervision on job performance.

We apply ICT to a sample of 363 employees (52.6% female) from Greek organizations. Utilizing multivariate statistical techniques, we investigated how employees assess the impact of their personal encounters with abusive supervision on job performance. This approach allowed us to explore the percentage of employees perceiving negative effects on job performance, distinguishing our study from previous studies that primarily focus on quantifying the extent or magnitude of abusive supervision in organizational settings. Also, we investigated how employee socio-demographic characteristics, human capital characteristics and affective traits relate to the evaluation of experienced abusive supervision as a negative factor for their job performance.

We found that approximately 62% of the respondents evaluated personal experience of abusive supervision as negatively affecting their job performance. We also found that the likelihood of employees evaluating personal experience of abusive supervision as having a negative impact on their job performance is: (1) higher for female employees, (2) does not depend on employee age, job tenure and education; (3) is lower for employees with managerial roles and (4) increases with employee trait negative affectivity.

The study is a response to the call for researchers to use innovative methods for advancing abusive supervision research. The study highlights the significance of taking a proactive stance towards addressing abusive supervision in the workplace, by using indirect survey methods that ensures employee anonymity. The results have implications for organizational strategies aimed at increasing awareness of abusive supervision and its impact on employee performance.

The purpose of this paper is to shed more light on the relative impact of the various workplace resources on employees' effective coping with job stress symptoms, taking into account synergistic and antagonistic effects. The authors used job demands-resources (JD-R) theory as an overarching theoretical framework to test the hypotheses.

The authors used a factorial survey experiment and a within-person design. Data were obtained from a random sample of 97 Greek employees working in public and private organizations. Multilevel modeling regression techniques were used for data analyses. The authors examined the relative effect of various job resources at different levels on employees' ratings of effective coping with job stress symptoms. In parallel, the authors investigated the possible synergistic and antagonistic interactions between the specific job resources.

The authors found that managers' leadership and humor style, their relationship with subordinates and coworkers’ support had positive effects on employees' coping with job stress. In addition, the authors found that the manager's leadership style interacts with manager–subordinate relationship quality and coworkers’ support as well as the latter interacts with the manager's humor style and manager–subordinate relationship quality. The study model explained 50% of the variance in effective coping with stress ratings.

The study highlights the importance of workplace resources as contextual variables, for the effective coping with stress symptoms at work. It highlights that a combination of workplace resources produces a net effect that was better than would have been expected based solely on the individual performance of these job resources. As such, the research answer calls to attend to the effects of synergistic effects of workplace resources on effective coping with stress symptoms at work.

The purpose of this research is to establish a hierarchy among different workplace resources in terms of their relative contribution to employee decision to provide instrumental help.

A within-person survey experiment was conducted and the data were analyzed using multilevel regression. The data are based on a random sample of 94 employees working in medium-sized companies in Crete, Greece.

Results suggest that for employees’ decision to provide instrumental help, some job resources are perceived as more important than others. Workplace resources that are closer to employees (i.e. coworkers’ social support and manager–subordinate relationship) are perceived as more important compared to leadership style and the manager use of humor.

Findings suggest that organizations can successfully improve instrumental helping through interventions primarily aimed at building group-level resources.

The study highlights the importance of workplace resources for employees’ decision to provide instrumental help. However not all job resources are perceived as equally important. Theoretically, the study extends influential resource-based theories.

In this chapter, we propose and empirically test a theoretical model on the relationships among gender-role orientation, anticipated emotions and entrepreneurs’ subjective entrepreneurial success (SES). Results using Bayesian path analysis in a sample of Greek entrepreneurs indicated that the effect of femininity on SES was stronger than that of masculinity. Positive anticipated affect mediated the effects of masculinity and femininity on subjective entrepreneurial success. We interpreted this as evidence in support of the idea that the social construction of sex and future emotional thinking are influential factors within the entrepreneurial ecosystem that have previously been researched separately.

Practice demonstrates and research validates that entrepreneurship is moving from the individual to the organization and from the private sector to the social and not‐for‐profit sectors. The present study endeavors to complement the emerging public entrepreneurship literature by aiming to identify which of those factors that stimulate corporate entrepreneurship in the public sector are preferred by entrepreneurial civil servants.

A questionnaire was completed by a random sample (n=247) of public servants across 15 Greek prefectures. Results are based on Bayesian factor analysis, conjoint analysis and cluster analysis.

Results provide preliminary evidence about entrepreneurial civil servants' preferences and make available a well‐documented framework for addressing corporate entrepreneurship in the public sector.

The reported research relied on self‐reporting. In addition, because the sample consisted entirely of public servants across Greek prefectures, findings may not be applicable to other public sector contexts (such as hospitals) and other countries. Data are cross‐sectional and alternative relationships may exist. Future research should be multinational and longitudinal to test the assumptions of the present study.

The results of the study are useful both to academics and policy makers interested in formulating a strategy that fosters corporate entrepreneurship in the public sector.

During the last 15 years, considerable effort has been devoted to developing more effective, more efficient, and more flexible public organizations. Using qualitative methods, the results of the present exploratory research identify which factors that foster corporate entrepreneurship in the public sector are preferred by entrepreneurial public servants.

The present chapter addresses a topic that is of growing interest – namely, the exploration of alternative item response theory (IRT) models for noncognitive assessment. Previous research in the assessment of trait emotional intelligence (or “trait emotional self-efficacy”) has been limited to traditional psychometric techniques (e.g., classical test theory) under the notion of a dominance response processes describing the relationship between individuals' latent characteristics and individuals' response selection. The present study, presents the first unfolding IRT modeling effort in the general field of emotional intelligence (EI). We applied the Generalized Graded Unfolding Model (GGUM) in order to evaluate the response process and the item properties on the short form of the trait emotional intelligence questionnaire (TEIQue-SF). A sample of 866 participants completed the English version of the TEIQue-SF. Results suggests that the GGUM has an adequate fit to the data. Furthermore, inspection of the test information and standard error functions revealed that the TEIQue-SF is accurate for low and middle scores on the construct; however several items had low discrimination parameters. Implications for the benefits of unfolding models in the assessment of trait EI are discussed.

The purpose of this study was to extend current work on corporate entrepreneurship by investigating factors that motivate group entrepreneurial behavior. Specifically, we proposed and tested a theoretical model that examined managers' regulation of emotion (ROE) influences on group entrepreneurial behavior. Data were based on middle managers and their immediate subordinates from traditional organizations. Results using Bayesian path analysis indicated that middle managers' ROE has a significant indirect effect on group entrepreneurial behavior via group-perceived manager's ROE and group job satisfaction. Additionally, evidence was found for the moderating effect of group diversity so that manager's perceived emotion regulation had a greater effect on job satisfaction and entrepreneurship in more diverse teams. We interpreted this as evidence in support of theoretical models that consider creativity at a group level and ultimately affect-laden processes (Zhou & George, 2003). Recommendations for further research are discussed.

This paper aims to propose and empirically test a theoretical model positing relationships among emotional intelligence (EI), creativity, proactivity, and attitudes towards entrepreneurship and entrepreneurial intent.

A questionnaire survey was completed by a random sample (n=280) of business, engineering and science students across three Greek universities. Results were based on structural equation modelling analysis.

Results provide strong support for the proposition that students' creativity and proactivity fully mediate the positive effect of trait EI on attitudes towards entrepreneurship. Attitudes towards entrepreneurship fully mediated the effects of creativity and proactivity on entrepreneurial intent.

The paper demonstrates that EI is positively related to three important antecedents of entrepreneurial intentions and provides the literature with another important piece of the puzzle concerning entrepreneurial motivation. This evidence adds to the academic literatures on entrepreneurship and trait EI, and offers several practical implications for entrepreneurship education.

Although previous research acknowledges that the process of entrepreneurship is also a regional and a peripheral activity, empirical evidence concerning the personal and contextual factors affecting business start‐ups due to the identification of opportunities in rural contexts is limited. The purpose of the present research is to verify whether prior entrepreneurship theories conducted in urban contexts are useful for predicting entrepreneurial activities in rural contexts.

A short, self‐report questionnaire was administered to a random sample of 81 business owners located at a small town in southern Crete, Greece. Bayesian confirmatory factor analysis and logistic regression analysis were the main analytical tools used.

Results suggest that entrepreneurs' personality, prior knowledge, expectation of future social status, and level of education are significant predictors of opportunity entrepreneurship.

The reported research relied on self‐reports and on a sample from the Greek public sector. Moreover, data are cross‐sectional. Future research should be multinational and longitudinal to test the assumptions of the present study.

The present study provides evidence about the utility of existing opportunity entrepreneurship theories in rural contexts. Results could be of value to policy makers focusing on the development of small businesses and entrepreneurship and the promotion of entrepreneurial and innovative capabilities in rural contexts.

The purpose of this paper is to exploit student preference and propose, discuss and experimentally validate a strategy that aims to reduce time necessary to introduce tutoring of mind mapping to engineering students.

A survey instrument was designed and used to collect student preferences about mind mapping. Preferences were linked to alternative scenarios of mind mapping deployment. Survey responses from a 100 second‐year students from the Department of Production Engineering and Management were analyzed using conjoint analysis.

Results indicate that an effective strategy to present mind mapping to engineering students is to explain in detail all the possible applications of mind mapping; present mind maps with different colours using both words and drawings and encourage students to use mind maps in team assignments.

The findings of this paper provide a well documented framework in addressing mind mapping technique to engineering students. The proposed framework tries to make the best use of the available time for creativity development programs, in engineering departments. This framework may also be applied to other creativity enhancing techniques, providing solutions for incorporating creativity in engineering curricula.