Publications

The Publications section on the Economistmk© blog includes a comprehensive list of my academic papers and books, excluding other posts. Concerned with the expanding role of rational human resource management (HRM), business ethics, corporate policies, technology, and advanced political economy in a fast-changing global environment with emerging challenges, my publications focus on trends in human resource management, business ethics, policies, industrial relations, technology science, and political economy, drawing on research in these scientific areas that arise from: internationalization, technological change, industrial revolutions and industry 4.0, concepts of management, political economy, fundamental theories, increased competition, changing corporate climates. Hence, my publications highlight strategically focused issues on a wide range of very critical topics. You can find more about me and a summary of my CV here. Contact information here.

Profiles

Publication List

- Book - Postgraduate Textbook -

Kallipos, Open Academic Editions

International Human Resource Management

Abstract

The book focuses on the international side of Human Resource Management (HRM) from three principal aspects: the Cross-Cultural Management view, the strategic view and the comparison between several HRM practices globally. Starting from Perlmutter’s three distinct approaches for staffing in multinational companies (ethnocentric, polycentric and geocentric), it presents the development of International Human Resource Management through the internationalization for firms.

Early research focuses on multinationals that are mainly based on advanced economies, either in Europe, the States or Japan, while designating best practices in acquiring, staffing and managing human resources internationally is of primary importance. In recent years, since more and more studies involve multinational companies from developing economies, complex issues like cultural differences, new International Human Resource Management approaches, alternative ways of managing mergers and acquisitions, diversity management, come to the fore. We present the main characteristics of International Human Resource Management, studying the way people are managed internationally, and within multinational companies.

The context within which national management systems and organizational practices develop play a central part, especially in terms of the cultural dimensions effect. Contrasting International HRM with its national version, we follow the challenges that multinational companies face, as well as the forces of globalization on national employment systems.

Taking into account recent academic research and international developments, the book covers contemporary issues like: the cross-border transfer of HRM practices, Strategic HRM, International assignments and recruitment, Expatriate development and repatriation, HRM in cross-border M&A, Global leaders development, International assessment of HR, Diversity Management globally, CSR through ethic HRM practices.

Keywords: International Human Resource Management; Ιnternationalisation; Corporate Social Responsibility; Cross-Cultural Management; Diversity Management; Expatriates; Foreign direct investments; Transnational corporations; Strategic Human Resource Management.
Subjects: Law and social sciences > economic sciences / psychology / sociology

Publisher's Link: Book.
Research Gate Link: Book.

Type: Postgraduate textbook
City: Athens
Year of publication: 2024
ISBN: 978-618-228-003-4
Pages: 264

Citation (APA): Myloni, Β., and Mantzaris, Κ. (2024). International Human Resource Management [Postgraduate textbook]. Athens: Kallipos, Open Academic Editions.

- Βιβλίο - Μεταπτυχιακό Εγχειρίδιο -

Κάλλιπος, Ανοικτές Ακαδημαϊκές Εκδόσεις

Διεθνής Διοίκηση Ανθρώπινων Πόρων

Περίληψη

Το εγχειρίδιο εστιάζει στο θέμα της διεθνούς διάστασης της Διοίκησης Ανθρώπινων Πόρων από τρεις κύριες οπτικές: της Διαπολιτισμικής Διοίκησης, της στρατηγικής και, τέλος, της σύγκρισης μεταξύ πρακτικών Διοίκησης Ανθρώπινων Πόρων διεθνώς. Εκκινώντας από τις τρεις διαφορετικές προσεγγίσεις του Perlmutter για τη στελέχωση στις πολυεθνικές εταιρείες (εθνοκεντρική, πολυκεντρική και γεωκεντρική), παρουσιάζει μια ιστορική αναδρομή και ακολουθεί την εξέλιξη της Διεθνούς Διοίκησης Ανθρώπινων Πόρων μέσα από τη διεθνοποίηση των επιχειρήσεων.

Σημαντικό μέρος της αρχικής έρευνας επικεντρώνεται σε πολυεθνικές που έχουν τη βάση τους σε κάποια ανεπτυγμένη χώρα, στην Ευρώπη, στις ΗΠΑ ή στην Ιαπωνία, ενώ πρωταρχικό ζήτημα αποτελεί ο εντοπισμός των καλύτερων πρακτικών σχετικά με την απόκτηση, την τοποθέτηση και τη διαχείριση των ανθρώπινων πόρων διεθνώς. Στην πορεία, καθώς όλο και περισσότερες μελέτες περιλαμβάνουν πολυεθνικές αναπτυσσόμενων πλέον χωρών, αναδεικνύονται πολυδιάστατα θέματα όπως οι πολιτισμικές διαφορές, νέες προσεγγίσεις της Διεθνούς Διοίκησης Ανθρώπινων Πόρων, εναλλακτικοί τρόποι διοίκησης στις εξαγορές και συγχωνεύσεις, διαχείριση της διαφορετικότητας κ.ά. Εξετάζονται τα βασικά χαρακτηριστικά της Διεθνούς Διοίκησης Ανθρώπινων Πόρων μέσα από τη μελέτη του τρόπου διαχείρισης των εργαζομένων διεθνώς, καθώς και εντός των πολυεθνικών εταιρειών.

Κεντρικό ρόλο διαδραματίζει το πλαίσιο μέσα στο οποίο αναπτύσσονται τα εθνικά συστήματα διοίκησης και οι οργανωσιακές πρακτικές και, ιδιαίτερα, η επίδραση των πολιτισμικών διαστάσεων. Υπό το πρίσμα των διαφορών της κλασικής Διοίκησης Ανθρώπινων Πόρων σε σχέση με τη διεθνή εκδοχή της, παρακολουθούμε τις προκλήσεις που αντιμετωπίζουν οι πολυεθνικές εταιρείες, καθώς και τις πιέσεις που δέχονται τα εθνικά εργασιακά συστήματα από την παγκοσμιοποίηση.

Λαμβάνοντας υπόψη την πρόσφατη επιστημονική έρευνα και τις διεθνείς εξελίξεις, παρουσιάζονται σύγχρονα θέματα όπως: η διασυνοριακή μεταφορά πρακτικών Διοίκησης Ανθρώπινων Πόρων, η Στρατηγική Διεθνής Διοίκηση Ανθρώπινων Πόρων, οι διεθνείς αναθέσεις και η στελέχωση, η ανάπτυξη των εκπατρισμένων εργαζομένων και ο επαναπατρισμός τους, η Διοίκηση Ανθρώπινων Πόρων στις διασυνοριακές συγχωνεύσεις και εξαγορές, η ανάπτυξη παγκόσμιων ηγετών, η διεθνής αξιολόγηση ανθρώπινων πόρων, η διοίκηση της διαφορετικότητας σε παγκόσμιο επίπεδο, η Εταιρική Κοινωνική Ευθύνη μέσω ηθικών πρακτικών Διοίκησης Ανθρώπινων Πόρων.

Λέξεις-κλειδιά: Διεθνής Διοίκηση Ανθρώπινων Πόρων; Διεθνοποίηση; Εταιρική Κοινωνική Ευθύνη; Διαπολιτισμική Διοίκηση; Διοίκηση της Διαφορετικότητας; Εκπατρισμένα στελέχη; Άμεσες ξένες επενδύσεις; Διεθνικές επιχειρήσεις; Στρατηγική Διοίκηση Ανθρώπινων Πόρων.
Θεματικές Κατηγορίες: Δίκαιο και κοινωνικές επιστήμες > οικονομικές επιστήμες / ψυχολογία / κοινωνιολογία

Σελίδα εκδότη: Κάλλιπος, Ανοικτές Ακαδημαϊκές Εκδόσεις.
Research Gate Link: Book.

Τύπος: Μεταπτυχιακό εγχειρίδιο
Πόλη: Αθήνα
Έτος Έκδοσης: 2024
ISBN: 978-618-228-003-4
Σελίδες: 264

Αναφορά (APA): Μυλώνη, Β., και Μάντζαρης, Κ. (2024). Διεθνής Διοίκηση Ανθρώπινων Πόρων [Μεταπτυχιακό εγχειρίδιο]. Αθήνα: Κάλλιπος, Ανοικτές Ακαδημαϊκές Εκδόσεις.

- Doctoral Dissertation -

University of Patras: Department of Business Administration

Human resources management in the age of artificial intelligence

Abstract

This doctoral thesis examines the remarkable changes in modern business environment and particularly in the human resource management department. In the age of artificial intelligence and the adoption of a plethora of new innovative applications, technology is part of the strategic management of available and potential resources of each organization. At the same time, maintaining the human factor as the predominant core of creating real value for humankind is an important goal for the 21st century and the ongoing fourth industrial revolution.

Approaching an era when machines are gradually passing the “Turing Test” intelligence test, studies indicate that they will consume all routine tasks; all algorithmic jobs are going to be replaced. Hence, this creates the conditions for the development of technological unemployment, which Keynes described in 1930 as a disease of the future. In practice, technological breakthroughs of economizing the use of labour outruns the pace at which we can find new uses for the workforce. Already, the world’s largest employers are replacing tens of thousands of jobs by their available human resources with robots, while a total of two-thirds of all jobs could be automated in developing countries over the coming decades.

The nature of work and the characteristics of workforce are constantly transforming. The evolution of technology as a scientific phenomenon with direct and indirect impacts on employment, leads human resource management to lack a purpose in the future, at least in the sense that we know it today. Recent changes have created a diverse system with original attributes and oscillations in human factor management methods, making the choice between a human worker and a machine doubtful.

The aim of this doctoral thesis is to create a framework of rules for human resource management which reinstates and strengthens the human contribution and utility in the new era, ensuring that adoption of technology will not offend the interests of other entities. In order to optimize the selection and management of different types of workers and technologies to create added value, the fundamental components that comprise the new modern model of human resource management are being examined, considering factors such as culture and economy. Based on the rationality of decisions, logic, and ethics, human resource management now assumes a crucial role, the modulator of labor relations between workers, robots, and business.

Based on the list of the World Economic Forum in terms of the global competitiveness index for 2018, the survey involved human resources executives from the top 11 countries with the highest score (all cases were rated above 80). In addition, the countries were grouped into four clusters, based on their cultural similarities. The total sample of the survey consists of 251 human resources executives. According to the research findings, the use of technology is inevitable, however human resources executives do not believe that the comparative advantages of an advanced robot are more than those of a human, indicating that there is a point of equilibrium on a case-by-case basis, while significant changes in legal and economic framework are necessary. Many human resources management challenges can be solved by using machines versus humans, however anthropocentric challenges remain an area where the human factor has a clear advantage over machines. Finally, on a cultural basis, there are only a few differences based on the results of the research, highlighting, and confirming the effects of globalization and the intense competitive pressures that companies and management models face worldwide.

Keywords: Human Resource Management, Technology, Artificial Intelligence, HR Models, Labour Relations, Technological Unemployment, Automation, Culture, HR Challenges.

Discipline: Social Sciences > Economics and Business > Organizational Behavior and Human Resource Management.
Library & Information Center University of Patras.
Collections: Department of Business Administration.
National Archive of PhD Theses.

- Journal Paper -

Employee Relations

Human Resources Under Technological Transformation: What HR Professionals Believe in An International Scale

Abstract

Purpose - This paper examines the beliefs of human resource professionals (HRPs) regarding the impact of Industry 4.0 on organizations in terms of readiness for human resources management (HRM) transformation, the challenges of a potential new legal and financial framework, the new means on performance management and automation, and finally the decision-making process in the era of human-machine cooperation.

Design/methodology/approach - The authors analyzed a sample of 251 HRPs from 11 different countries divided into 4 cultural clusters to explore their attitude to incorporate new practices to the HR field because of technological development. The paper explores HRPs' beliefs in a legal and financial context, performance management issues, and the impact of automation on the decision-making process. Furthermore, the authors perform a cross-cultural comparison analysis to examine potential significant differences between cultural clusters.

Findings - HRPs are aware of how technology adoption is affecting work environment and they highlight the importance of human resources (HR) for businesses, despite the global trend of extensive machinery exploitation. Interestingly, our results suggest that overall globalization, common knowledge, and internationalized practices lead to homogeneity for most issues under study.

Originality/value - To the best of the authors' knowledge, there has not been any comprehensive study exploring and analyzing the effects of Industry 4.0 on HRPs perceptions in the context of a dynamic HR environment influenced by technological transformation. The study shows that HRPs' present similar perspectives for most issues addressed, irrespective of cultural characteristics of HRPs. Hence, this paper generates some important insights in an attempt to build a framework for enhancing HR in this new era.

Keywords: Human Resources, HR, HRM, Industry 4.0, Cross-cultural, HRPs.
Publisher: Emerald Publishing Limited.
Research Gate Link.

Citation (APA): Mantzaris, K. and Myloni, B. (2023), "Human Resources Under Technological Transformation: What HR Professionals Believe in An International Scale", Employee Relations, Vol. 45 No. 1, pp. 172-189. https://doi.org/10.1108/ER-06-2021-0244

- Journal Paper -

International Journal of Manpower

Human vs Technology: A Cross-cultural Comparison of HR Professionals' Perceptions

Abstract

Purpose - This quantitative study seeks to explore HR professionals' perceptions regarding the adoption of technological applications under the fourth industrial revolution on 25 critical human resource management (HRM) challenges. Additionally, the authors compare data for potential cross-cultural differences.

Design/methodology/approach - A total sample of 251 HR professionals from 11 countries was divided into four different cultural clusters. They were asked about their attitudes to the most important HRM challenges when managing industrial relations. A 25-item structured Likert five-point scale questionnaire was used to explore the human vs technology relation and examine if there were any significant differences between clusters for each of the challenges.

Findings - The results suggest that most HR professionals believe that the use of technology instead of people cannot solve entirely human-centered and emotional based challenges, as those seem to be less exposed to machinery. Moreover, their views on only two of the 25 challenges present significant differences between cultural clusters, regarding making decisions solely on personal interest and managing confidential information after terminating employment.

Originality/value - This paper constitutes the first attempt of addressing the impact of the fourth industrial revolution on HRM challenges at a cross-cultural level. It is plausible that globalization and the fourth industrial revolution affect the perceptions of HR professionals worldwide. The study shows that respondents' perceptions about the “human vs technology” dilemma point toward the same direction, irrespective of their cultural background: that of enhancing human worker's role in business in the age of rapid technological advancements. In addition, the way our sample was drawn, taking into account the top Global Competitiveness Index 4.0 countries, makes our results robust and reliable.

Keywords: Human Resources, HR, HRM, Challenges, Industry 4.0, Cross-cultural.
Publisher: Emerald Publishing Limited.
Research Gate Link.

Citation (APA): Mantzaris, K. and Myloni, B. (2022), "Human vs Technology: A Cross-cultural Comparison of HR Professionals' Perceptions", International Journal of Manpower, Vol. 44 No. 1, pp. 58-76. https://doi.org/10.1108/IJM-05-2020-0197

- International Book -

Business Expert Press

Business Ethics and Rational Corporate Policies: Leveraging Human Resources in Organizations

Abstract

As internal doubts persist on whether an individual adheres to business ethics and corporate policies, readers need to utilize this book in order to develop moral reasoning by demonstrating the moral entity consideration principle. This is vital in terms of coping with an internationalized business environment where human resources must adhere to multidimensional and demanding policies, while attempting to develop their mindset capacity of ethical thinking. This book is about providing a comprehensive framework for understanding business ethics and corporate governance, by analyzing the moral aspects of a plethora of challenges regarding human resources management, policy making, corporate responsibility, code of conduct, agency theory, workforce planning, information systems, and employment relationship.

Keywords: Business Ethics; Corporate Policies; Rational Policies; Human Resources; HRM; Moral Entity Consideration; Moral Thinking, Ethical Behavior; Human Behavior; Leadership; Management; Organizational Culture; Ethical Information Systems; Employment Relations.
Collection: Business Ethics and Corporate Citizenship / 2021 Digital Library

Book Link: Business Ethics and Rational Corporate Policies.
Publisher's Link: Ebook and Print Options.
Research Gate Link: First Chapter PDF included.

Publisher: Business Expert Press
City: New York, NY
Publication Year: 2020
Copyright Year: 2021
EISBN: 9781952538759
ISBN: 9781952538742
Pages: 192

Citation (APA): Mantzaris, K. (2020). Business Ethics and Rational Corporate Policies: Leveraging Human Resources in Organizations. New York, NY: Business Expert Press.

- Conference Article -

International Conference on Business & Economics

What HR Professionals in Greece Believe About the Future of HRM

Abstract

Human Resources (HR) professionals face a series of challenges and dilemmas while technology and automation applications appear in workplaces. These unprecedented changes affect all areas of Human Resources Management (HRM). Globalized competition leads professionals to undesired decisions, as using a machine instead of a human can be more efficient for an organization. The purpose of this article was to investigate the trends and potential options among organizations operating in Greece to create a framework of HRM rules that reinstates and strengthens human contribution and utility in the new era. Fourteen HR professionals currently working in HRM departments of organizations in Greece were surveyed regarding both qualitative open-ended and quantitative questions. Subsequently, a thematic analysis was conducted on the seven HRM sections, such as Personnel Planning and Recruitment, Training and Development, Performance Management, Employee Engagement, and Management of Employee Relations and Culture. Findings indicate that coexistence of humans and machines is vital to the sustainability and societal balance of an enterprise. HR professionals are responsible for the reform and development of human capital, giving people the values that they deserve, while rationally exploiting machines.

Keywords: Human Resources, HRM Challenges, Industry 4.0, Greece.
Publisher: International Conference on Business & Economics.
Research Gate Link. Part-text PDF included.

Citation (APA): Mantzaris, K., & Myloni, B. (2019). What HR Professionals in Greece Believe About the Future of HRM. International Conference on Business & Economics of the Hellenic Open University 2019 (ICBE HOU), February 22-23. Athens: Hellenic Open University.

- Conference Article -

International Conference on Business & Economics

Human Resources and Workplaces of Tomorrow

Abstract

Until today, the influence of the human resources (HR) department rises and falls depending on how professionals respond to the constant challenge of keeping a workplace functional, profitable, and valuable enough for its core elements. However, the speed of current technological breakthroughs has no historical precedent. HR management will face many dilemmas, trying to balance the human powered business with technological applications in terms of staying beneficial inside the globalized economy. During this process, new fields are affecting the way we think and act. Undoubtedly, advances in computing power and its innovative capabilities lead to the creation of a new environment. Indeed, scientists and engineers all around the globe create devices that do more, are faster, and with fewer constraints. Also -and more importantly-, devices become constantly smarter with technologies based on artificial intelligence (AI). Workplaces of tomorrow will be driven by the framework of the fourth industrial revolution, representing new ways in which technology becomes embedded within businesses, societies, and even the human body. Overall, human resources are in the early stages of preparing to harness the full potential of Industry 4.0. To successfully transform the workplace we must work proactively, by mastering the human and machine collaboration.

Keywords: Human Resources, Workplaces, Fourth Industrial Revolution, Human-Machine Collaboration.
Publisher: International Conference on Business & Economics.
Research Gate Link. Part-text PDF included.

Citation (APA): Mantzaris, K., & Myloni, B. (2018). Human Resources and Workplaces of Tomorrow. International Conference on Business & Economics of the Hellenic Open University 2018 (ICBE HOU), May 11-12. Athens: Hellenic Open University.