Background/Objectives: Emotional intelligence has emerged as a key factor in shaping nursing performance and care quality, yet its specific mechanisms and impact within the Greek public healthcare context remain underexplored. This study aimed to investigate the role of emotional intelligence in ethical behavior, crisis management, and the perceived quality of care among nurses working in Greek public hospitals. Methods: A cross-sectional survey was conducted among practicing nurses using validated instruments to assess emotional intelligence, ethical compliance, crisis management skills, and care quality. Data were analyzed using covariance-based structural equation modeling (CB SEM) to examine both direct and indirect relationships among variables. Results: The results indicated that emotional intelligence training had a strong and significant effect on nurses’ ethical behavior and their ability to manage critical situations. However, the direct effect of emotional intelligence on the perceived quality of care was not significant; instead, its influence was mediated through improvements in ethics and crisis management. Conclusions: These findings suggest that the benefits of emotional intelligence in nursing are most evident when integrated with supportive organizational practices and ongoing professional development. Overall, this study highlights the need for comprehensive emotional intelligence training and a supportive workplace culture to enhance ethical standards, resilience, and patient care quality in Greek healthcare settings.

This study investigates the relationship between sustainable leadership styles and conflict management strategies within the context of Greek Public Sector. Specifically, it examines how collaborative, transformational, and authoritarian leadership styles impact workplace conflict resolution. The research adopts a case study methodology, focusing on Departments of Public Works in Greece, where data were collected through questionnaires. The analysis involved quantitative methods, including exploratory factor analysis (EFA), to examine the relationship between leadership styles and conflict management techniques. Results indicate that collaborative leadership is strongly associated with higher employee satisfaction and more effective conflict resolution, particularly in organizations with flat hierarchical structures. Transformational leadership fosters trust and open communication, which further enhance conflict resolution. On the other hand, authoritarian leadership styles correlate with increased workplace tension, lower satisfaction, and less effective conflict management, especially in high power-distance environments. The study also highlights cultural factors, such as the Greek emphasis on interpersonal relationships, as critical influences on leadership effectiveness. These findings underline the need for culturally adaptive and sustainable leadership strategies and provide practical recommendations for promoting harmony and productivity in Greek organizations.

This study explores the relationship between digital human resource management (HRM) practices, organizational culture, and employees’ perceived digital competence within Greek organizations. While digitalization has become a central priority in human resource management (HRM), there is still limited understanding of how cultural context shapes the effectiveness of digital HR interventions. Using a quantitative approach, data were collected via an online questionnaire from 257 employees across various sectors. The research employed the method of Partial Least Squares Structural Equation Modeling (PLS-SEM) and Multi-Group Analysis (MGA) to examine the structural relationships between digital HRM practices—such as e-learning, onboarding, and performance management—and digital competence, taking into account different organizational culture profiles. The results show that digital HRM practices have a positive, but modest, impact on employees’ digital skills, with e-learning emerging as the most influential factor. Importantly, the effect of HRM practices varies significantly according to the cultural environment: supportive and innovative cultures foster stronger development of digital competence compared to hierarchical settings. The findings underline the necessity for organizations to adapt digital HR strategies to their specific cultural context and not to rely solely on technological solutions. This research contributes to the growing literature by demonstrating the interplay between technology and culture in shaping employees’ digital capabilities and suggests that a balanced focus on both is essential for successful digital transformation.

This study examines how university students perceive AI-powered tools for mediation in higher education, with a focus on the influence of communication richness and social presence on trust and the intention to use such systems. Although AI is increasingly used in educational settings, its role in handling academic mediation, where ethical sensitivity, empathy, and trust are essential, remains underexplored. To fill this gap, this study presents a model that integrates Media Richness Theory, Social Presence Theory, Technology Acceptance Models, and Trust Theory, incorporating digital fluency and conflict ambiguity as key moderating elements. Using a convergent mixed-methods design, the research involves 287 students from a variety of academic institutions. The quantitative findings indicate that students’ willingness to adopt AI mediation tools is significantly influenced by automation, efficiency, and trust, while their perceptions are shaped by how clearly the conflict is understood and by students’ digital skills. The qualitative insights reveal concerns about emotional responsiveness, transparency, and institutional capacity. According to the results, user trust rooted in perceived presence, fairness, and emotional connection is a central factor in terms of AI acceptance, and emotionally aware, transparent, algorithmic and context-sensitive design strategies should be a system-level priority for institutions when integrating AI mediation tools into academic environments.

This study investigates how inclusive leadership, mentorship, and digital tools shape conflict prevention and social cohesion within the Greek public sector. Employing a cross-sectional quantitative design, data were collected from 203 employees across municipalities, ministries, regional, and decentralized administrations. The survey instrument captured four dimensions: leadership and mediation for social cohesion, mentorship for the empowerment of vulnerable groups, use of digital tools, and the perceived social impact of inadequate conflict management. Data were analyzed using Partial Least Squares Structural Equation Modeling (PLS-SEM) to test direct and indirect effects, evaluate the explanatory and predictive power of the model, and explore the mediation mechanisms linking leadership, mentorship, and digital tools to social cohesion. The results demonstrate that both leadership and mentorship are positively perceived and significantly interrelated, jointly enhancing workplace cohesion and trust. Mentorship emerged as a critical predictor of digital tool adoption, highlighting its role as a bridge for digital inclusion and organizational innovation. In contrast, digital tools, despite their high importance in the model, remain underutilized and require further investment in training and integration. Poor conflict management is perceived as a major organizational risk, strongly linked to increased stress, diminished trust, and a deteriorated workplace climate. These findings highlight the value of integrating mentorship and inclusive leadership with mediation and digital technologies, supporting the development of hybrid strategies for conflict management. The study enriches theoretical debates on organizational resilience and social cohesion, while offering practical recommendations for modernizing public administration through participatory leadership, targeted mentoring programs, and the thoughtful adoption of digital solutions.