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The present study follows the conflicting outcomes perspective of Human Resources Management (HRM) and examines the effects of employees' perceptions of high performance work systems (HPWS) on job demands (role conflict, role ambiguity and work pressure) and work engagement (vigor and dedication).

Structural Equation Modeling (SEM) was used on a sample of 524 front-line employees across three Greek manufacturing companies.

The findings show that HPWS is negatively associated with all three job demands. Hence, the “critical perspective” is not supported. In turn, role conflict and role ambiguity reduce employees' work engagement, although the third job demand included in the study (work pressure) showed a positive relationship on dedication. Last but not least, this study calculates HPWS as both a system and as subsets of HRM practices, and provides useful insights regarding the differences between the two different measurement methods.

The present study brings further empirical evidence in the HRM field by examining whether HPWS is good or bad for employee well-being. Moreover, the findings underscore the detrimental impact that job demands may have on employees' work engagement, and highlights the fact that HPWS might not necessarily be a “win-win” scenario for employees and employers.

This study follows the most recent developments in the HRM literature and examines the dark (negative) approach of HPWS in the Greek manufacturing sector. Finally, theoretical and managerial implications are drawn for improving our understanding of how HPWS influences job demands and ultimately employees' work engagement.

This study aims to provide an up-to-date theoretically based qualitative review regarding the “high-performance work systems” (HPWS) approach in the area of the tourism and hospitality management. The aim is to classify the so-far studies between those that examine the general “black-box” issue and those that investigate the actual process of the “black-box.” Finally, this study identifies the “gaps” in the literature and provides avenues for further research.

This review is based on a systematic critical analysis of the HPWS research that has been conducted explicitly on the tourism and hospitality industry during the years 2004-2019 (N = 28), published in core HRM and management journals.

This study identifies a significant gap in the progress of the HPWS research in the tourism and hospitality sector, contrary to the so-far research in the generic human resource management (HRM) literature. Hence, recommendations and suggestions are provided for advancing the HPWS research in the particular sector, including the need for more advanced conceptual and statistical models by focusing specifically on the process of the “black-box.”

The present review contributes considerably to the HPWS research in the tourism and hospitality sector and recommends avenues for further research in enhancing the overall HPWS literature.

This is the first study that reviews the HPWS literature in the tourism and hospitality sector, in an effort to reconcile the differences between the present sector and the generic HRM literature.

The present study investigates the role of “Transformational Leadership (TFL)” on employees' work engagement and its effect on their “Productivity” and “Extra-Role Customer Service” behaviors. In doing so, the present study examines the mediating role of two crucial variables, namely the creation of a “Service Climate” and the role of “Trust” that employees show toward their managers. Last but not least, this research examines the potential role of High Performance Work Systems (HPWS) as a moderator.

Partial Least Squares Structural Equation Modeling (PLS-SEM) was used on a sample of 459 customer-contact employees across thirteen 4- and 5-star Greek hotel organizations.

This study reveals the mechanism through which “TFL” impacts employees' productivity. Specifically, “TFL” first impacts employees' “Trust” toward their managers and helps toward creating a “Social Climate”. In turn, both “Trust” and “Social Climate” directly impact employees' “Work Engagement” who respond by showing increased “Productivity” and by exhibiting “Extra-Role Customer Service” behaviors. Nevertheless, the role of HPWS as a moderator was not confirmed.

The present study underscores the need for hotels' management to pay the required attention on creating an employment relationship based on “Trust”, as well as on creating a “Service Climate” in order for their employees to become work engaged and highly productive.

This is among the first studies that examine the “TFL” effects on employee outcomes in the Tourism and Hospitality sector, during the COVID-19 era.

The purpose of this paper is to focus on the Greek banking sector and examine the indirect effects of high-performance work systems (HPWS) on service quality. Specifically, this study examines the effects of employees’ perceptions of HPWS on their trust toward their managers, as well as on service quality, through the mediating role of employee outcomes (measured by job satisfaction and affective commitment). In addition, trust is also tested for its role as a potential mediator and moderator in the relationship between HPWS and employee outcomes.

Partial least squares structural equation modeling was used on a sample of 350 front-line employees working in the Greek banking sector.

The findings showed that employee outcomes mediated the relationship between HPWS and service quality. On the other hand, although trust mediated the relationship between HPWS and employee outcomes, no support was found for its moderating effect. Finally, although not included in the initial analysis, trust was found to play a mediating and moderating role in the relationship between HPWS and service quality.

This study highlights the vital role that a “trusting” work environment has to play on employee attitudes and outcomes. As this study shows, the positive employee behaviors along with their willingness to accept and support organizational goals influence their level of productivity.

This study sheds lights on the mediating and moderating role of trust in the relationship between HPWS, employee outcomes, and service quality. Finally, implications are drawn for organizations, managers, and practitioners.

Following an “employee-centric” approach, the purpose of this paper is to examine the effects of high-performance work systems (HPWS) on employees’ work engagement and job satisfaction, and the mediating effect of these variables on employees’ affective commitment and intention of leaving their hospital.

Structural equation modeling was used on a sample of 296 clinicians (doctors and nurses) across seven Greek regional hospitals.

The findings indicate a strong positive effect of HPWS on employees’ job satisfaction, affective commitment, and work engagement and a negative effect on their intention to leave. In addition, employees’ engagement and job satisfaction positively mediate the HPWS effects on employees’ affective commitment and negatively on their intention to leave.

The findings not only validate previous studies’ conclusions, but also provide evidence for the potential fruitfulness of the HPWS approach in improving employees’ outcomes and well-being in turbulent times.

Although the argument that HPWS has a positive effect on organizational performance and productivity is well established, there are considerably fewer studies that examine the positive effects of HPWS specifically on employees’ job attitudes and outcomes, and the processes through which HPWS influences health-related outcomes. Finally, this study confirms the argument that HPWS can be a fruitful approach even in a country severely affected by Europe’s debt crisis over the last five years.

Following a social identity approach focussed in the Greek healthcare sector, the purpose of this paper is to investigate the mediating effects of social identification on the relationship between high-performance work systems (HPWS) and psychological empowerment, and the mediating role of psychological empowerment between HPWS and quality of patient care.

Partial least squares-structural equation modeling was used in a sample of 297 nurses, doctors, and allied health professionals across seven hospitals in Greece.

The findings suggest that HPWS has a strong effect on healthcare professionals’ social identification, which in turn partially mediates the relationship between HPWS and psychological empowerment. In addition, psychological empowerment indirectly mediates the relationship between HPWS and quality of patient care.

The findings not only validate previous studies’ conclusions, but also provide evidence for the potential fruitfulness of the HPWS approach from a social identity perspective. In addition, it is also confirmed that without the presence of psychological empowerment, HPWS may have limited impact on the quality of patient care.

Although HPWS have been generally connected with positive employee attitudes and behaviors, few studies choose to follow a social identity approach in examining these relationships. Finally, this study confirms the argument that HPWS can be a fruitful approach even in a country severely affected by Europe’s debt crisis over the last five years.

Greece has the highest youth unemployment rate in the European Union. Even though it is clear that persistent unemployment requires bold measures so as to engage young educated Greeks in the labour market, there is no coherent policy at present targeting that population group, especially university students. This paper explores university student internship as a new labour market institution that has the potential of enhancing youth employability in Greece.

In order to answer the main research questions, an explorative case study methodology was chosen. This paper was based on a series of semi‐structured face‐to‐face interviews whose aim was to explore student perceptions of the effects of a current co‐operative education programme launched by the University of Macedonia in Greece.

The findings of the empirical research indicate that co‐operative education can be used as a vehicle for linking theoretical knowledge and practice, and enhancing student employability upon graduation.

This is an exploratory study that seeks to analyse a limited number of internships within a university. A large‐scale national survey involving students from various academic disciplines and other universities would result in a more comprehensive assessment of the effectiveness of internships in Greece.

This study has shown that a work‐study programme promoting work opportunities for Greek youth seems to have great value for student employability.

Given the dearth of empirical research on youth unemployment in Greece, this study contributes to debates in the wider academic community on the issue of how to formulate and implement active labour market policies for young, well‐educated Greeks.

The purpose of this paper is to examine the evidence that suggests how working graduates' careers are actually being managed in corporate Greece. In order to shed some light on this issue, this empirical study aims to investigate the changing nature of careers from the employee's perspective, in various business contexts.

A survey was conducted using a structured questionnaire. Participants in the survey were 238 graduates working for firms across all sectors of the economy. Factor analysis was used to form career anchors/orientations, and career strategies from graduates' attitudes and statements reported in the survey. Regression analysis was applied for assessing the impact of alternative career orientations on career self‐management behaviors.

The main findings indicate that the primary source for shaping surveyed graduates' career strategies is their own career anchor/orientations. Other personal and organizational characteristics such as gender, age, work experience, field of specialization, economic sector and activity, firm size, and employment contract, seem to not have a persistent effect on respondents' personal career strategies. Furthermore, despite an emerging “new” career anchor, the traditional career of internal promotability still motivates graduates and leads them to pursue human capital accumulation and networking strategies.

Further research to extend the current investigation to employers and managers would allow for a more articulated discussion of the main sources of the influences on employees' career self‐management behaviors.

Given the dearth of empirical research on the changing nature of careers in corporate Greece, this study contributes to debates in the wider academic community on the issue of analyzing career self‐management behaviours empirically. The importance of combining the human capital perspective with the social capital perspective in modeling career development, is stressed by the present study.

The issue of non‐standard forms of employment has sparked controversy in Greece. At the same time the expansion of atypical employment has been identified by policy makers as a central component of economic policy in combating high unemployment. However, there is a marked absence of empirical studies on this issue. This study sheds light on contractual flexibility surveying thirty establishments. The survey used an employer questionnaire to assess the extent to which Greek employers have engaged in various forms of atypical employment as well as the driving forces and managerial perceptions of the pertinent institutional framework. Results reveal that temporary work is the primary source of contractual flexibility, and that this is mainly used to adjust corporate capacity to demand variations, not to cut labour costs. Managerial discontent with governmental legislation on working time flexibility has led employers to embrace the EU's flexibility‐security approach through collective bargaining.

Greece has the highest youth unemployment rate in the European Union. Even though it is clear that persistent unemployment requires bold measures in engaging young educated Greeks in the labour market, there is no coherent policy targeting that population group, especially university students. This research paper aims to explore the idea of restructuring the internal labour market in Greek universities by expanding services and offering part‐time job positions to their students.

In assessing the feasibility of such a project a survey was conducted involving 237 undergraduate students majoring in business management and 22 administrative executives at the University of Macedonia, Greece.

The survey's main findings indicate that there is a tendency to match job openings with skills supplied by students in a work‐school programme focused on campus part‐time jobs.

A large‐scale national survey involving students from various academic disciplines and executives from different universities would result in a more informed discussion on institutions that promote youth employment.

This study has shown that a work‐study programme promoting work opportunities on campus is plausible in Greece and might have great value for key stakeholders – students and universities.