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Δημήτριος Μπελιάς

Κτίριο: Διοίκησης Επιχειρήσεων

Γραφείο:

Email: [email protected]

Τηλέφωνο: 2410-684636

https://scholar.google.gr/citations?user=6R1NIbIAAAAJ&hl=el

https://www.scopus.com/authid/detail.uri?authorId=57216141338

https://www.researchgate.net/profile/Dimitrios-Belias

https://publons.com/researcher/1285308/dimitrios-belias/

Γνωστικό αντικείμενο
Οργάνωση και Διοίκηση Υπηρεσιών στην Τουριστική Αγορά

Ερευνητική Εξειδίκευση
Οργανωσιακή Συμπεριφορά, Οργάνωση και Διοίκηση Υπηρεσιών, Ποιότητα Υπηρεσιών, Τουριστικό Μάνατζμεντ και Μάνατζμεντ Φιλοξενίας

Περίληψη Βιογραφικού Σημειώματος

Ο Δημήτρης Μπελιάς είναιΕπίκουρος Καθηγητής στο τμήμα Διοίκησης Επιχειρήσεων, στη Σχολή Διοίκησης και Οικονομίας του Πανεπιστημίου Θεσσαλίας, με γνωστικό αντικείμενο «Οργάνωση και Διοίκηση Υπηρεσιών στην Τουριστική Αγορά». Τα ερευνητικά του ενδιαφέροντα εστιάζονται στους τομείς : Μάνατζμεντ, Διοίκησης Ανθρωπίνων Πόρων, Οργανωσιακής Συμπεριφοράς, Διοίκησης Τουριστικών Επιχειρήσεων, Εκπαιδευτικής Διοίκησης και Ποιότητας Υπηρεσιών. Έχει δημοσιεύσει 1 βιβλίο, 52 κεφάλαια σε βιβλία σχετικά με την Διοίκηση Υπηρεσιών, την Οργανωσιακή Συμπεριφορά και του Τουριστικού Μάνατζμεντ, 70 άρθρα σε εθνικά και διεθνή περιοδικά με σύστημα κριτών, ενώ έχει περισσότερες από 70 ανακοινώσεις σε συνέδρια στην Ελλάδα και το εξωτερικό. Το έργο του έχει διεθνή αναγνώριση καθώς έχει περισσότερες από 1.700 αναφορές, i 10 index 28 (PorP). Είναι μέλος ελληνικών και διεθνών επιστημονικών ενώσεων και κριτής ελληνικών και διεθνών επιστημονικών περιοδικών.

Επιλεγμένες Δημοσιεύσεις :

1. Belias, D., Vasiliadis, L., Rossidis, I. (2021): The Intention and Expectations of Modern Robotic Technologies in the Hotel Industry, Journal of Quality Assurance in Hospitality & Tourism, https://doi.org/10.1080/1528008X.2021.1995566

2.Belias, D., Rossidis, I., Papademetriou, C., Mantas C. (2021). Job Satisfaction as affected by Types of Leadership: A Case Study of Greek Tourism Sector. Journal of Quality Assurance in Hospitality & Tourism. Volume 22 – Issue 2. https://doi.org/10.1080/1528008X.2020.1867695

3. Belias, D., Rossidis, I., Papademetriou, C., Lamprinoudis N. (2021). The Greek Tourism Sector: An analysis of Job Satisfaction, Role Conflict and Autonomy of Greek Εmployees. Journal of Human Resources in Hospitality & Tourism. Volume 21 #2 https://doi.org/10.1080/15332845.2021.1959825

4.Belias, D., Papademetriou, C., Rossidis, I., Vasiliadis L. (2020). Strategic Management in the Hotel Industry: Proposed Strategic Practices to Recover from COVID- 19 Global Crisis. Academic Journal of Interdisciplinary Studies. Vol 9, No 6, November 2020. Page No 130 – 138 https://doi.org/10.36941/ajis-2020-0117

5. Rossidis, I., Belias, D. (2021). Evolution of E-Governance in the era of the pandemic. May the crisis become an opportunity?The cases of Cyprus and Greece. The Cyprus Review. (Article in Press)

6. Belias D., Vasiliadis L. (2021) Pilot Study for Two Questionnaires Assessing Intentions of Use and Quality of Service of Robots in the Hotel Industry. In: Katsoni V., van Zyl C. (eds) Culture and Tourism in a Smart, Globalized, and Sustainable World. Springer Proceedings in Business and Economics. Springer, Cham. https://doi.org/10.1007/978-3-030-72469-6_36

7. Belias D.,Rossidis I. (2021). “Corporate Leadership and Corporate Culture in start-up companies”. Chapter in: Corporate Leadership and Its Role in Shaping Organizational Culture and Performance. IGI Global, 2021. doi: 10.4018/978-1-5225-8266-3.ch003

8. Koutiva M., Belias D., Flabouras I., Koustelios A. (2020). The Effects of Workplace Well-being on Individual‟s Knowledge Creation Outcomes. A Study Research among Hotel Employees. International Conference on Strategic Innovative Marketing and Tourism. Kavoura A. (Eds.),. Springer Proceedings in Business and Economics. pp 1063-1072 https://doi.org/10.1007/978-3-030-36126-6_118

9. Belias D., Vasiliadis L., Mantas C. (2020) The Human Resource Training and Development of Employees Working on Luxurious Hotels in Greece. In: Katsoni V., Spyriadis T. (eds) Cultural and Tourism Innovation in the Digital Era. Springer Proceedings in Business and Economics. Springer, Cham. https://doi.org/10.1007/978-3-030-36342-0_49

10. Belias D., (2020). Research Methods on the Contribution of Robots in the Service Quality of Hotels. International Conference on Strategic Innovative Marketing and Tourism. Kavoura A. (Eds.),. Springer Proceedings in Business and Economics. pp 939-946 https://doi.org/10.1007/978-3-030-36126-6_104

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Gkolia A., Koustelios A., Belias D. (2015). Exploring the association between transformational leadership and self-efficacy in education: A multi-level SEM model . International Journal of Leadership in Education . Vol. 5 , Issue. 3. Page No 1 – 21.

ABSTRACT: The main aim of this study is to examine the effect of principals’ transformational leadership on teachers’ self-efficacy across 77 different Greek elementary and secondary schools based on a centralized education system. For the investigation of the above effect multilevel Structural Equation Modelling analysis was conducted, recognizing the nested nature of the data (teachers withing schools). It was using the approach of Muthén and the software package MPlus. For the purpose of this study, psychometric properties of the Principal Leadership Questionnaire (PLQ) and The Teachers’ Sense of Efficacy Scale (TSES) were examined using structural equation modelling techniques. The results revealed that general factor representing the items of PLQ have an effect upon TSES constructs (efficacy in student engagement, and efficacy in instructional strategies). The originality and value of the current manuscript highlights the stability of the effect of transformational leadership and self-efficacy in a centralized educational system and the importance of the application of different transformational leadership behaviours concerning the enhancement of teacher’s self-efficacy. Conclusions on the implications, suggestions for future research and limitations of the findings are drawn.

Gkolia A., Belias D., Koustelios A.(2015). Background characteristics as predictors of Greek teachers’ self-efficacy. International Journal of Educational Management. Vol. 30 , Issue. 3 . Page No

Purpose This study aimed to investigate the relationship between elementary and secondary teachers’ background characteristics and constructs of self-efficacy, using the Teachers’ Sense of Efficacy Scale – TSES, during a difficult economic period for Greece and other European countries. Design/methodology/approach Equation modeling techniques were used to examine the construct validity of Greek version of TSES and secondly to examine teachers’ self-efficacy profile in primary and secondary schools during a difficult economic period for Greece and other European countries. Findings The findings of the study, using the equation modeling techniques, revealed that a multidimensional first-order 3-factor model fits well to the data Using multiple-group analysis, the results of the study indicate that background characteristics, such as teachers’ gender, teaching experience, educational level (elementary and secondary level) and age affect their self-efficacy factors (efficacy in student engagement, efficacy in instructional strategies and efficacy in classroom management). Research limitations/implications The data of the specific analysis is based on centralized education systems during a difficult economic period. For improvement, future research using longitudinal approaches may give further important factors across different academic years and across the same individuals. Further research is also required in order to investigate the relationship between self-efficacy and students’ achievement. Originality/value The originality and value of the current manuscript highlights the confirmation and the interpretation of latent factors measuring elementary and secondary school teachers’ self-efficacy (TSES) based on a centralized educational system.

Belias D., Koustelios A.(2015). Leadership Style, Job Satisfaction and Organizational Culture in the Greek Banking Organization. Journal of Management Research. Vol. 5 , Issue. 2. Page No 101 – 110

Abstract: The purpose of the present investigation is to study the relationship between Greek Banks' leadership style, employee's job satisfaction and organizational culture. Leadership is thought to be a key aspect of organizational culture, affecting employees' satisfaction with their work, colleagues and superiors. For the purposes of the present study, leadership style was measured with the Multifactor Leadership Questionnaire (M. L. Q. - 5x), a tool created by Avolio and Bass (2004). The questionnaire measures different styles of leadership: 1) Transformational, 2) Transactional 3) Passive/ Laissez-faire. For the measurement of job satisfaction, the Employee Satisfaction Inventory (E. S. I.) was used, a tool created by Koustelios (1991). It includes 24 items which measure six dimensions of job satisfaction: 1. Working conditions, 2. Salary, 3. Promotions, 4. Work itself, 5. Immediate superior and 6. The organization as a whole. For the measurement of organizational culture the Organizational Culture Assessment Instrument (OCAI), developed by Cameron and Quinn (2006), was used. It consists of six questions (Dominant Characteristics, Organizational Leadership, Management of Employees, Organizational Glue, Strategic Emphases, Criteria of Success) and each question has four alternatives (A=Clan, B=Adhocracy, C=Market, D=Hierarchy). Results showed that there is a difference between the dominant (hierarchy) and the preferred culture types (adhocracy and clan), which is proportional to the relationship between leadership style and job satisfaction of employees.

Belias D., Gkolia A., Koustelios A., Varsanis K. (2015). Leadership Style and personal characteristics of Greek banking employees. Journal of Management Research. Vol. 5 , Issue. 3. Page No 156 – 164

ABSTRACT: The literature review provides mixed results regarding the impact of demographic characteristics (gender, age, educational background, job position, and working experience) on leadership style. Therefore, the aim of this study is twofold. On the one hand, it aims to test the level of different leadership styles by a sample of Greek bank employees and on the other hand, it aims to explore those background characteristics that have an impact on different leadership styles, based on employees’ perception. The sample of the present study consists of 487 Greek bank employees. Leadership style was measured using the Multifactor Leadership Questionnaire (M. L. Q. – 5) designed by Avolio and Bass (2004). The questionnaire measures three different styles of leadership: 1) Transformational, 2) Transactional 3) Passive/ Avoidant. Transformational leadership style includes the following items: Idealized Influence (attributes), Idealized Influence (Behaviours), Inspirational Motivation, Intellectual Motivation, and Individualised Consideration. Transactional leadership style includes the following items: Contingent Reward, and Management by Exception: Active. Finally, Passive/ Avoidant leadership style includes the following items: Management by Exception: Passive and Laissez-faire. The results of this study indicated that the employees rated higher transactional and transformational leadership styles, as it is indicated by other researchers. Moreover, it was found that the demographic characteristics of employees, namely gender, age, educational background, working experience, and job position, have an effect on various items regarding leadership style, effectiveness and satisfaction from leadership styles based on employees’ perception. Due to the fact that the outcomes are still ambiguous, further study is needed.

Belias D., Koustelios A., Koutiva M., Sdrolias L., Kakkos N., Varsanis K. (2015). JOB SATISFACTION AND DEMOFRAPHIC CHARACTERISTICS GREEK BANK EMPLOYEES. The HELLENIC OPEN BUSINESS ADMINISTRATION JOURNAL. Vol. 1 , Issue 1. Page No 47 – 72

The purpose of the present study was to reveal how demographic characteristics influence the perceptions of bank employees of organizational culture. The sample of the study consisted of 240 employees from Greek banking institutions, from different occupational positions. 60% of the employees were 31-40 years old followed by the categories 41-50 years old (20%), up to 30 years old (10%) and 51-60 years old (10%). Most of the employees (63.8%) had been working as bank employees for 6-15 years and the majority of them (63.8%) had been working in the same bank for 6-15 years. The majority of the employees (59.6%) were simple clerks, 29.2% were supervisors and 11.3% were Managers or Assistant Managers. The assessment of organizational culture was performed with the Organizational Culture Assessment Instrument (OCAI) developed by Cameron and Quinn (2006). Results indicate that there is a significant difference in the perceptions of the subjects between the dominant current and the dominant preferred type of organizational culture. In addition, a statistically significant difference (p<0.01) was found between Managers and clerks on the one hand and Supervisors on the other hand in terms of both the dominant current and the dominant preferred type of organizational culture. Finally, employees' perceptions of the dominant current and the dominant preferred type of organizational culture were found to be affected by other demographical characteristics, likeijhrs 82 age, total years of working in the same bank and total years of working in any bank. Future studies can extend the present work by examining additional parameters that affect employees' perceptions of organizational culture.

Belias D., Koustelios A., Gkolia A., Aspridis G., Kyriakou D., Varsanis K. (2015). Can Role Conflict and Autonomy make employees in the Greek Banking Organization satisfied and productive? International Journal of Strategic Innovative Marketing. Vol. 03 (2015) DOI: 10.15556/IJSIM.02.03.003. Page No 27 – 39

The requirements of modern globalized society are high and are much more pronounced in the field of economy. In this context the banking landscape is constantly changing and banks are required to cover the needs of customers and market, planning present strategic and utilizing the best human resources. The strategic objectives of bank 's employees depend their degree of satisfaction for the working conditions. The increase in productivity and the reduction of role conflict depends on the improvement of labor relations and the interest of employers to satisfy employees. The purpose of this study is to present, interpret and evaluate rates of employee' s satisfaction in the Greek Banking Organization. It also seeks to identify possible relationship between role conflict with the degree of satisfaction of employees, so as to highlight the need to upgrade the specific workplace.

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